1. Introduction
Turning Point Leeds (TPL) is committed to providing a safe, fair, and respectful workplace. We believe that staff should be able to raise concerns without fear of victimisation and that disciplinary action, where necessary, should be applied consistently, transparently, and in line with employment law and the ACAS Code of Practice.
This policy provides clear procedures for:
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Raising and resolving grievances.
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Investigating and addressing misconduct or poor performance.
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Ensuring fairness, consistency, and safeguarding throughout.
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2. Grievance Procedures
2.1 Informal Resolution
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Staff are encouraged to resolve concerns informally wherever possible by raising them with their line manager or a director.
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Mediation or restorative discussions may be used to reach a mutual resolution.
2.2 Formal Grievance
If informal resolution is not possible, staff may raise a formal grievance in writing, outlining:
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The nature of the grievance.
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Individuals involved.
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Any evidence available.
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Desired resolution.
The grievance should be submitted to a director (or, if the grievance concerns a director, to an alternative designated officer).
2.3 Investigation and Outcome
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An impartial investigator will be appointed to gather evidence and interview relevant parties.
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Findings will be shared with the staff member in writing, along with any proposed resolution.
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Where appropriate, restorative meetings may be held to rebuild relationships and repair harm.
2.4 Appeals
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Staff may appeal the outcome if they feel the grievance was not properly addressed.
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Appeals must be submitted in writing to a director within 10 working days of receiving the outcome.
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A different manager or director will review the appeal.
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3. Disciplinary Procedures
3.1 Grounds for Disciplinary Action
Disciplinary action may be considered for:
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Misconduct or gross misconduct.
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Persistent poor performance.
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Breach of TPL policies (including safeguarding or health and safety).
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Behaviour likely to bring TPL into disrepute.
3.2 Informal Action
Where appropriate, managers may use informal discussions, coaching, or support plans to address concerns before formal procedures are initiated.
3.3 Formal Disciplinary Process
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Investigation – An impartial investigation will be conducted to establish facts.
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Notification – The staff member will be informed in writing of the allegations and invited to a disciplinary meeting.
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Disciplinary Meeting – The staff member has the right to be accompanied by a trade union representative or workplace colleague. Evidence will be presented, and the staff member will have an opportunity to respond.
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Decision – Outcomes may include:
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No action.
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Informal advice or support.
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Verbal warning.
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Written warning.
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Final written warning.
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Dismissal (with notice or summary dismissal for gross misconduct).
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3.4 Appeals
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Staff may appeal disciplinary outcomes within 10 working days of receiving the decision.
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Appeals will be heard by a different director not previously involved in the case.
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4. Confidentiality and Records
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All grievance and disciplinary processes will be handled confidentially.
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Records will be kept securely in line with GDPR and retained only as long as necessary.
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Outcomes will be documented, and staff will receive copies of relevant decisions.
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5. Support and Representation
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Staff have the right to be accompanied at all formal grievance or disciplinary meetings by a trade union representative or colleague.
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Access to staff well-being and support services will be made available if required.
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6. Training and Awareness​
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All staff will be made aware of this policy during induction.
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7. Review of Policy
This policy will be reviewed annually or sooner if employment law, ACAS guidance, or organisational needs change.
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8. Conclusion
TPL is committed to maintaining a professional, supportive, and respectful workplace. By following this policy, we ensure that grievances are addressed constructively and that disciplinary matters are managed consistently and fairly, while upholding safeguarding, equality, and employment law requirements.
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Date of Policy: August 2025
Next Review: August 2026