The ACAS Code of Practice on Disciplinary and Grievance Procedures (the ACAS Code) applies to circumstances where an employer disciplines or dismisses an employee or where an employee raises grievances with an employer. Employers should have in place an up to date disciplinary and grievance procedure and it should be readily accessible to employees.
Where there is a dispute arising during employment, both the employer and the employee should ensure that, if appropriate, they comply with the ACAS Code. If the ACAS Code applies and is not followed, Employment Tribunals have discretion to increase or reduce awards by up to 25% where the employer or employee unreasonably fails to comply with it. In some cases, this could result in a substantial increase or reduction in compensation, particularly if a claim involves some element of discrimination or harassment.
Our experienced employment team regularly advises employers and prepares compliant and practical policies and procedures. Where policies have to be followed they can advise and support you through the process.
What our customers say
AI – RS11
“Outstanding service and advice driven by a passionate attitude to win.”
AI – RS1
“Would highly recommend. Very professional team and I am grateful for all the support I have received and the end result.”
AI – RS5
“I used the services of Rowberry Morris to negotiate a Settlement Agreement with my employer. The work had to be done quickly due to the two-week deadline imposed by my employer. Despite the challenges imposed by the COVID crisis, the Solicitor and their assistant communicated very effectively, clearly explained my options and reached a settlement…
AI RS 13
“Anna Illingworth was helping me with an issue I have about disability discrimination in the workplace. She provided professional advice and a realistic approach together with empathy and understanding of the situation not only from my professional but also from my personal perspective.”
AI – RS7
“Rowberry Morris and Anna Illingworth were recommended to myself. Although a short employment exit review, everything was explained to me clearly with chance to query or confirm understanding. Great care was taken and required changes were raised and were all accepted by my now ex-employer. I felt that the advice was clear and that I…
AI – RS8
“I cannot speak too highly of all members of the team at Rowberry Morris who supported me with great sensitivity during a very stressful time. Superb service, again highly commended.”
AI – RS10
“An excellent, friendly service from start to finish. I was kept informed of progress and was told about the costs in the beginning. I have used Rowberry Morris for other matters so it was and will remain a natural first call if ever I need their services.”
AI RS22
“I cannot thank Anna and her at team enough for the exceptional support and representation she provided during my maternity redundancy case. From the start, she showed genuine empathy, deep legal expertise, and a clear commitment to protecting my rights. Navigating a redundancy situation while on maternity leave was incredibly stressful, but Anna guided me…
AI – Google 10
“Anna Illingworth supported me with excellent legal advice about a tricky HR issue I had with my company. Her advice was detailed, clear and very helpful in sorting the matter out. I would recommend Anna and Rowberry Morris to anyone in need to advice.”
AI RS15
“Extremely good service: Professional Thorough Plenty of time for you Easy to understand”
an awesome team
“I would like to extend a personal thank you to both my solicitor, Anna Illingworth and her personal secretary, Kathy Neville, who together make an awesome team. Highly professional, but yet friendly and approachable, clear, precise and a credit to the legal profession.”
KB – Google 1
“I’ve dealt with Rowberry Morris twice and in both cases they were excellent and secured the desired result with great communication, advice and guidance throughout. I won’t hesitate to use them again in the future. Thank you again Peter and Katherine.”