Disciplinary Policy & Procedure - Reviewed: June 2026
In this section
- 11. Trade Union Officials
- 12. Criminal Charges and Cautions or Convictions Outside Work
- 13. Appeals
- 14. Keeping Records
- 15. Training and Support
- 16. Monitoring This Policy & Procedure
- 17. Ensuring Equality of Opportunity
- 18. The Role of the companion during the Disciplinary and Grievance Process
- 19. Disciplinary Procedure at a Glance
- 20. Supporting Guide for Witnesses
12. Criminal Charges and Cautions or Convictions Outside Work
If an employee is charged with, cautioned or convicted of, a criminal offence which is not related to work, this is not in itself reason for disciplinary action. The facts will have to be established, and a decision made as to whether the matter is serious enough or relevant to their job. The same investigatory and disciplinary process will apply and need not await the outcome of any prosecution.
Dismissal is not automatic for employees who are absent from work of being remanded in custody. In these cases, advice should be sought from a HR Business Partner.