We use cookies to help provide a better website experience for you, as well as to understand how people use our website and to provide relevant advertising.
By clicking "I agree", you'll be letting us use cookies to improve your website experience. To find out more or to change your cookie preferences, click "Manage Cookies".
We value your privacy
Like many other websites, our website uses cookies. Cookies are small files placed on your computer when you visit our site. They serve a number of purposes, including ensuring that certain parts of the website work properly, allowing us to understand which areas of our website are the most popular and allowing us to provide more relevant advertising messages. They don't allow us to identify you directly.
If you'd prefer that cookies weren't placed on your computer when you visit our site, you can use the controls below to allow or disallow different types of cookie. Some cookies are essential for the website to work, so they can't be disallowed.
These cookies give us anonymised information on how people use our website. We use these cookies to help us tailor our site to meet the needs of our visitors, for example by making sure our most popular pages are easy to find.
These cookies serve a number of purposes, such as allowing you to share our content with your friends and social networks. We also use these cookies to provide targeted advertising, so you may see relevant adverts based on the pages you look at on our website.
HR - limits on involvement in disciplinary process
The Employment Appeal Tribunal confirms that HR must limit itself to advice on procedure and not on guilt or sanction.
In Ramphal v Department for Transport, the
Employment Appeal Tribunal (EAT) provided clear guidance on the extent of the
role that human resources (HR) departments may legitimately perform during a disciplinary
procedure.
