Take a look at your written disciplinary procedures, and make sure they are at least as good as the statutory minimum requirements. If you don't have any written disciplinary procedures, these must be provided (incorporating the minimum requirements). They don't have to be complex (see Discipline and grievance, HR18), but it will save time and trouble if you get a firm of specialist lawyers to do it, or at least to review them. Quite apart from the fact that you need written procedures to conform to the statutory requirements, if you follow them when you run into disciplinary problems, you greatly reduce the risk of finding yourself in front of an Employment Tribunal accused of unfair dismissal.
