A disciplinary hearing is the formal stage where an independent decision maker considers the allegations, the evidence and your response. It is different from an investigation meeting because it can produce a warning, another sanction or dismissal.
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Return to the Civil Service Disciplinary Process hub to find guidance for every stage of the process.
What should happen before a disciplinary hearing?
You should normally receive written allegations, the meeting details, the possible outcomes and the evidence that will be used. The notice and disclosure requirements depend on your department policy. The hearing invite should give you enough information and time to prepare a meaningful response.
Who attends the hearing?
The hearing is usually chaired by a manager with the authority required by the policy and no inappropriate prior involvement. HR may advise on process. The investigating manager may present the case, and you should check your right to be accompanied by a union representative or workplace colleague.
What happens during the hearing?
- The chair explains the purpose and process.
- The allegations and evidence are presented.
- You respond, ask questions and present your evidence.
- The chair may ask further questions or adjourn for checks.
- The chair considers the case and confirms the decision in writing.
Read the possible outcomes section carefully
Where the invite says gross misconduct, final warning or dismissal may result, treat the hearing as urgent. Preparation and representation should start immediately.
Unlock the hearing preparation guide
Members can continue for the full hearing plan, evidence checklist, companion strategy, speaking structure, questions to ask, written submission method and wording for notice, disclosure, adjustments and adjournments.
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