The following Employment Tax guidance note Produced by Tolley provides comprehensive and up to date tax information covering:
Any worker who is required or invited by his employer to attend a disciplinary or grievance hearing has the right to be accompanied.
This right covers anyone, whatever their length of service, who is a 'worker' as defined, namely:
The right to be accompanied applies to:
disciplinary hearings which could result in:
the worker receiving a formal warning
Disciplinary hearings at which the worst possible outcome for the worker is an informal warning are not covered, although a warning will not be considered 'informal' for these purposes simply because the employer gives it that label: eg any warning which is confirmed in writing and forms part of the worker's disciplinary record is likely to be considered a formal warning, thus attracting the right to be accompanied
the employer taking 'some other action' with regard to the worker. This probably means some other disciplinary action, so redundancy consultation meetings would not be covered.
the confirmation of either a formal warning that has been issued or some other action that has been taken (ie disciplinary appeal hearings)
grievance hearings which concern the performance of a duty by an employer in relation to a worker
Workers may choose the person they wish to accompany them. That person must be:
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