What can I be disciplined for at work?

Sometimes you know when you  have done something wrong. Other times, it can come as a complete shock to be told you have - and it is an uncomfortable position to be in, especially at work.

Facing any type of formal allegation or having to deal with concerns raised about your conduct can feel incredibly unsettling, daunting and even scary.

It is a situation no employee ever wants to find themselves in, but it can happen to any one of us, for any number of reasons, and in circumstances that may or may not be justified.

Allegations can arise from all sorts of situations. They could be based on suspected wrongdoing, genuine misunderstandings, or events that are completely out of your control.

An allegation at work is a claim that you may have done something wrong, it is not proof that you actually have.

Your employer will have to take any allegation seriously and investigate to establish the facts.

Typically, allegations will centre on behaviour, performance, or a suspected breach of company policy. Employment case law shows us the reasons can be varied.

It is reported that a chef dismissed from his job at a nursery was awarded £34,000 in compensation after he was accused of ‘snubbing’ colleagues by not making them biscuits and burning a child’s cake (1) [cited 14.11.25] .

He was said to have made heart-shaped biscuits for Valentine’s Day, offered them to staff but “deliberately” left out two staff members because he did not like them.

He was later dismissed for misconduct due to this incident and a number of others, including an allegation he intentionally burnt and threw away a cake that children had made for one of the managers.

Last week, it was reported that an administration officer at a recruitment consultancy had her contract terminated after admitting to using the company credit card to spend more than £180,000 on hundreds of ink cartridges, which she then sold online for £200 each (2) [cited 14.11.25] . She has appeared before a Crown Court, pleaded guilty to theft, and will be sentenced in January next year.

There is a reasonable expectation that we all know right from wrong, but it is still worth looking in more detail at what you can be disciplined for at work, and what action may be taken in response.

What is disciplinary action?

It is the action that your employer will take in response to any allegation or concern of wrongdoing.

The type of action taken will depend on the severity of the allegation and the facts established during the disciplinary process.

If an allegation is upheld, the sanction imposed will depend on your employer’s disciplinary procedure.

It could be an informal warning, formal warning, demotion, a transfer, or in the most serious cases dismissal.

In some situations, you may be suspended from work when a disciplinary allegation is first made against you, and prior to any investigation taking place (3) [cited 14.11.25] 

This can be a shock, feel like a punishment, and as if you have already been found guilty. But suspension is seen as a neutral act and not a punishment.

Most common reasons why you could face disciplinary action

Performance

Many employers will have a specific performance management policy to address any legitimate concerns about your performance (4) [cited 14.11.25] /.

Organisations that do not have a dedicated policy will often use the disciplinary process to address such matters.

It could be utilised in response to you repeatedly missing deadlines, making too many mistakes, failing to hit targets or goals, or not responding appropriately to instructions.

As part of any fair process to address performance concerns, you should first be made aware of them and given a chance to improve before any formal action is taken against you.

Misconduct

This could be any type of work-related behaviour, either inside the workplace or, in some cases, outside of it, that is considered unacceptable or that could impact your ability to perform your duties.

The type of conduct that can typically lead to you being subjected to formal disciplinary action includes being rude or aggressive to either colleagues or customers, breaching health and safety rules, any type of inappropriate behaviour, or acting in a manner that could justifiably cause your employer to lose trust and confidence in you.

Your conduct outside of your usual workplace can also cause problems for you at work. This could occur in instances where it damages your employer’s reputation or affects workplace relationships or safety e.g. criminal acts, conduct that goes against your employer’s values, or, as we are seeing and reading more often, disagreeable social media posts.

One example of an employee losing their job over a social media post is a teacher who criticised a high-profile prison sentence and described the justice system as “two-tier,” which the employer deemed potentially damaging to its reputation (5) [cited 14.11.25] 

Misconduct can be minor or serious. If it is serious, and can lead to dismissal, it is known as  “gross misconduct” (6) [cited 14.11.25].  Your employer’s disciplinary policy is likely to include a non-exhaustive list of acts that could amount to gross misconduct, typically including bullying, discrimination, dishonesty, and serious health and safety breaches.

Punctuality and absences

Poor timekeeping on a regular basis and unauthorised absence such as failing to follow the correct sickness reporting procedure will usually be considered a breach of policy, which can lead to action being taken against you.

Alcohol or substance misuse

Being under the influence of alcohol or drugs at work will usually be seen as a very serious offence. Even if it is outside of work hours, if it can affect your job role or risk harm to your employer’s reputation, it can still be a problem.

Breach of any company policy

Every workplace will have its own policies and rules covering matters such as dress codes, internet use or confidentiality. Any breach of them, even if unintentional or by accident, is always going to be taken seriously, investigated, and could lead to disciplinary action.

What you can do to help to avoid disciplinary action

You really do not want to be in a position facing any type of formal allegation at work and a possible fight to save your job. There are some basic things you can do to help to ensure you do not find yourself  in such a situation.

It may sound boring and time consuming but know your rights and responsibilities. Read and familiarise yourself with your employment contract and the employee handbook - a guide outlining company policies, procedures, and employee rights and responsibilities - if one is available. Many people will only do this properly when it is perhaps too late, and they are facing formal disciplinary action for an alleged breach of contract or company policy.

If anything regarding what is expected of you is unclear then it is better to be safe than sorry and ask questions and seek clarification on any rule or policy you are unsure about.

If you are struggling with any aspect of your job or believe you are being mistreated, do not suffer in silence. Speak up early, seek support to do so if necessary from a trusted colleague or trade union representative and keep a record of any concerns you raise e.g. emails, text messages or notes of conversations with your manager, which could be vital evidence should matters later escalate.

What should happen before you are disciplined

Prior to any formal disciplinary action being taken against you, your employer should conduct an appropriate investigation to establish the facts.

ACAS provides a comprehensive guide on investigations and on what you can reasonably expect from such a process (7) [cited 14.11.25] . It says investigations should be fair, thorough, and unbiased, gathering all relevant evidence before decisions are made

Once an investigation is concluded you should be informed of the outcome. One outcome could be that you are invited to a formal disciplinary hearing.

Finally

No one wants to face disciplinary action, but knowing what can lead to it, and how the process works, can help you stay informed and confident at work. If you ever find yourself in a disciplinary situation, do not panic. Stay calm, ask for support and make sure your voice is heard.

If you need help, you can contact our Employee Support Centre.