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The University is reviewing its disciplinary arrangements and Grievance Policy. During the review, the University’s current arrangements are to be interpreted and applied in a manner consistent with the University’s various legislative and regulatory duties, including its responsibilities under the E6 condition of registration and the relevant parts of the Higher Education (Freedom of Speech) Act 2023 (both of which came into force on 1 August 2025) and the Public Interest Disclosure Act 1998, as amended by the Employment Rights Act 2025 and set out in the Whistleblowing Policy. In the case of any conflict between this policy and the provisions of the University’s Code of Practice on Freedom of Speech the latter will take precedence as set out in section 5.1 of the Code. |
Disciplinary action
The following information about policies and procedures relating to disciplinary action, grievances and appeals is available online. Please note that appeals arising from capability and sickness absence decisions should be heard in accordance with the relevant appeals procedure for the staff member concerned.
University Officers
Statutes and Ordinances, Schedule to Statute C, Chapter III, Special Ordinance C(xii) and Special Ordinance C(xiii).
Unestablished Academic and Academic-related Staff (including Contract Research Staff)
Assistant Staff
Grievances
University Officers
Statutes and Ordinances, Schedule to Statute C, Chapter III, Special Ordinance C(xii) and Special Ordinance C(xiii).
Unestablished Academic, Academic-related Staff (including Contract Research Staff) and Assistant Staff
Dignity at Work
The Dignity at Work Policy highlights the options available to staff who feel they are or have been subject to bullying, harassment, discrimination, sexual misconduct, or victimisation.
Recordings
Formal hearings and informal meetings under the University's disciplinary, grievance, and appeal procedures cannot be recorded by either side and therefore will not be admissible as evidence even where a recording exists. A note-taker may be present at hearings to provide a formal record of the meeting. This will not be a verbatim record but will be made available for both parties to review and agree. This approach has been adopted to maintain the formality of proceedings and to minimise disruption.