Disciplinary and Grievance

Disciplinary and Grievance: What Do They Mean

What is a Disciplinary

A disciplinary is the process an employer uses when they believe an employee may have acted inappropriately or not met the required standards of behaviour or performance.

It is essentially a formal way of saying:

'Something has gone wrong — let’s look into it fairly and decide what needs to happen next.'

A disciplinary process should always:

Be fair, transparent and timely
Give the employee a chance to respond
Allow a colleague or trade union representative to accompany the employee
Lead to a reasonable outcome based on evidence

Disciplinary issues can include things like repeated lateness, misconduct or breaches of workplace rules. Not every issue needs to be formal — and indeed best practice dictates that many should start with an informal chat and support.

For more detailed guidance on Disciplinary matters please see below resources.

What is a Grievance

A grievance is the process an employee uses when they want to raise a formal concern, complaint, or problem about their work, treatment, or something that’s affecting them in the workplace.

In simple terms, a grievance is your way of saying:

'I am unhappy about something at work, and I would like it to be looked into properly.'

A grievance process should allow employees to raise concerns about things such as:

Working conditions
Bullying, harassment or unfair treatment
Pay or contractual issues
Health and safety concerns
Breakdowns in working relationships

Employers should handle grievances promptly, listen carefully, investigate fairly, and provide a clear outcome.

For more detailed guidance on Disciplinary matters please see below resources.

Why These Processes Matter

Both disciplinary and grievance procedures exist to:

Make sure everyone is treated fairly
Resolve issues before they grow
Keep communication open
Support a positive, respectful workplace
Clear processes protect both employees and employers — they help prevent misunderstandings, encourage early resolution, and ensure decisions are made objectively

When to Ask for Help

If you are unsure whether something should be raised formally, or you’re not sure how to respond to a disciplinary or grievance situation, seeking early advice can make things much easier. Understanding your rights and responsibilities helps keep the process fair for everyone.

In the Isle of Man the Code of Practice on Disciplinary and Grievance Procedures 2007 (the 'Code') provides practical guidance to employers, employees and their representatives on:

Producing and using disciplinary and grievance procedures;
What constitutes reasonable behaviour when dealing with disciplinary and grievance issues; and
The right to bring a companion to grievance and disciplinary hearings

(A copy of the Code can be found below).

Contact us

Manx Industrial Relations Service

Disciplinary and Grievance