Section 29
SCHEDULE 2E+W+SStatutory dispute resolution procedures
Modifications etc. (not altering text)
C1Schs. 2-4 modified by SI 2003/1964 art. 3 Sch. (as amended) (E.) (1.10.2004) by Education (Modification of Enactments Relating to Employment) (England) (Amendment) Order 2004 (S.I. 2004/2325), arts. 1, 2
C2Schs. 2-4 modified (W.) (12.5.2006) by The Education (Modification of Enactments Relating to Employment) (Wales) Order 2006 (S.I. 2006/1073), arts. 1(1), 3
Part 1E+W+SDismissal and disciplinary procedures
Chapter 1E+W+S Standard procedure
Step 1: statement of grounds for action and invitation to meetingE+W+S
1(1)The employer must set out in writing the employee’s alleged conduct or characteristics, or other circumstances, which lead him to contemplate dismissing or taking disciplinary action against the employee.
(2)The employer must send the statement or a copy of it to the employee and invite the employee to attend a meeting to discuss the matter.
Commencement Information
I1Sch. 2 para. 1 in force at 1.10.2004 by S.I. 2004/1717, art. 2(2) (with art. 3)
Step 2: meetingE+W+S
2(1)The meeting must take place before action is taken, except in the case where the disciplinary action consists of suspension.
(2)The meeting must not take place unless—
(a)the employer has informed the employee what the basis was for including in the statement under paragraph 1(1) the ground or grounds given in it, and
(b)the employee has had a reasonable opportunity to consider his response to that information.
(3)The employee must take all reasonable steps to attend the meeting.
(4)After the meeting, the employer must inform the employee of his decision and notify him of the right to appeal against the decision if he is not satisfied with it.
Commencement Information
I2Sch. 2 para. 2 in force at 1.10.2004 by S.I. 2004/1717, art. 2(2) (with art. 3)
Step 3: appealE+W+S
3(1)If the employee does wish to appeal, he must inform the employer.
(2)If the employee informs the employer of his wish to appeal, the employer must invite him to attend a further meeting.
(3)The employee must take all reasonable steps to attend the meeting.
(4)The appeal meeting need not take place before the dismissal or disciplinary action takes effect.
(5)After the appeal meeting, the employer must inform the employee of his final decision.
Commencement Information
I3Sch. 2 para. 3 in force at 1.10.2004 by S.I. 2004/1717, art. 2(2) (with art. 3)
Chapter 2E+W+S Modified procedure
Step 1: statement of grounds for actionE+W+S
4The employer must—
(a)set out in writing—
(i)the employee’s alleged misconduct which has led to the dismissal,
(ii)what the basis was for thinking at the time of the dismissal that the employee was guilty of the alleged misconduct, and
(iii)the employee’s right to appeal against dismissal, and
(b)send the statement or a copy of it to the employee.
Commencement Information
I4Sch. 2 para. 4 in force at 1.10.2004 by S.I. 2004/1717, art. 2(2) (with art. 3)
Step 2: appealE+W+S
5(1)If the employee does wish to appeal, he must inform the employer.
(2)If the employee informs the employer of his wish to appeal, the employer must invite him to attend a meeting.
(3)The employee must take all reasonable steps to attend the meeting.
(4)After the appeal meeting, the employer must inform the employee of his final decision.
Commencement Information
I5Sch. 2 para. 5 in force at 1.10.2004 by S.I. 2004/1717, art. 2(2) (with art. 3)
Part 2E+W+SGrievance procedures
Chapter 1E+W+SStandard procedure
Step 1: statement of grievanceE+W+S
6The employee must set out the grievance in writing and send the statement or a copy of it to the employer.
Commencement Information
I6Sch. 2 para. 6 in force at 1.10.2004 by S.I. 2004/1717, art. 2(2) (with art. 3)
Step 2: meetingE+W+S
7(1)The employer must invite the employee to attend a meeting to discuss the grievance.
(2)The meeting must not take place unless—
(a)the employee has informed the employer what the basis for the grievance was when he made the statement under paragraph 6, and
(b)the employer has had a reasonable opportunity to consider his response to that information.
(3)The employee must take all reasonable steps to attend the meeting.
(4)After the meeting, the employer must inform the employee of his decision as to his response to the grievance and notify him of the right to appeal against the decision if he is not satisfied with it.
Commencement Information
I7Sch. 2 para. 7 in force at 1.10.2004 by S.I. 2004/1717, art. 2(2) (with art. 3)
Step 3: appealE+W+S
8(1)If the employee does wish to appeal, he must inform the employer.
(2)If the employee informs the employer of his wish to appeal, the employer must invite him to attend a further meeting.
(3)The employee must take all reasonable steps to attend the meeting.
(4)After the appeal meeting, the employer must inform the employee of his final decision.
Commencement Information
I8Sch. 2 para. 8 in force at 1.10.2004 by S.I. 2004/1717, art. 2(2) (with art. 3)
Chapter 2E+W+S Modified procedure
Step 1: statement of grievanceE+W+S
9The employee must—
(a)set out in writing—
(i)the grievance, and
(ii)the basis for it, and
(b)send the statement or a copy of it to the employer.
Commencement Information
I9Sch. 2 para. 9 in force at 1.10.2004 by S.I. 2004/1717, art. 2(2) (with art. 3)
Step 2: responseE+W+S
10The employer must set out his response in writing and send the statement or a copy of it to the employee.
Commencement Information
I10Sch. 2 para. 10 in force at 1.10.2004 by S.I. 2004/1717, art. 2(2) (with art. 3)
Part 3E+W+SGeneral requirements
IntroductoryE+W+S
11The following requirements apply to each of the procedures set out above (so far as applicable).
Commencement Information
I11Sch. 2 para. 11 in force at 1.10.2004 by S.I. 2004/1717, art. 2(2) (with art. 3)
TimetableE+W+S
12Each step and action under the procedure must be taken without unreasonable delay.
Commencement Information
I12Sch. 2 para. 12 in force at 1.10.2004 by S.I. 2004/1717, art. 2(2) (with art. 3)
MeetingsE+W+S
13(1)Timing and location of meetings must be reasonable.
(2)Meetings must be conducted in a manner that enables both employer and employee to explain their cases.
(3)In the case of appeal meetings which are not the first meeting, the employer should, as far as is reasonably practicable, be represented by a more senior manager than attended the first meeting (unless the most senior manager attended that meeting).
Commencement Information
I13Sch. 2 para. 13 in force at 1.10.2004 by S.I. 2004/1717, art. 2(2) (with art. 3)
Part 4E+W+SSupplementary
Status of meetingsE+W+S
14A meeting held for the purposes of this Schedule is a hearing for the purposes of section 13(4) and (5) of the Employment Relations Act 1999 (c. 26) (definition of “disciplinary hearing” and “grievance hearing” in relation to the right to be accompanied under section 10 of that Act).
Commencement Information
I14Sch. 2 para. 14 in force at 1.10.2004 by S.I. 2004/1717, art. 2(2) (with art. 3)
Scope of grievance proceduresE+W+S
15(1)The procedures set out in Part 2 are only applicable to matters raised by an employee with his employer as a grievance.
(2)Accordingly, those procedures are only applicable to the kind of disclosure dealt with in Part 4A of the Employment Rights Act 1996 (c. 18) (protected disclosures of information) if information is disclosed by an employee to his employer in circumstances where—
(a)the information relates to a matter which the employee could raise as a grievance with his employer, and
(b)it is the intention of the employee that the disclosure should constitute the raising of the matter with his employer as a grievance.
Commencement Information
I15Sch. 2 para. 15 in force at 1.10.2004 by S.I. 2004/1717, art. 2(2) (with art. 3)