Jurisdiction(s):
United Kingdom

Related legal acts

Key definition

General requirements definition

What does General requirements mean? In construction practice, “general requirements” describes the project or site overheads needed to run the job but not tied to a specific construction activity. In UK and Irish usage this aligns with “preliminaries” in bills of quantities and standard forms (e.g. JCT and NEC), and is a descriptive, industry term rather than one defined by legislation or case law. Typical items include rental of the contractor’s buildings and site accommodation, offices and welfare, general support and supervisory staff costs, security, temporary utilities and services, health and safety management, insurances and bonds, permits, communications, cleaning and waste management,...

Disciplinary and Grievance Procedures in Great Britain: Written Particulars, Acas Code, Right to be Accompanied, Warnings, Contractual Incorporation and Challenges, and Article 6 ECHR

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Practice notes

Practice Note

This Practice Note summarises the principal Requirements and considerations surrounding disciplinary and Grievance procedures in broad terms. It explains the advantages of carefully drafted, written procedures for discipline and grievances. It addresses the obligation to include specified information about these procedures in written statements of particulars, the core principles underpinning them, the effect of the Acas Code of Practice on Disciplinary and Grievance Procedures, and the statutory right to be accompanied. It also examines the use of disciplinary warnings, contractual issues where procedures are binding terms, and the implications of the right to a fair hearing under Article 6 of the European Convention on Human Rights (ECHR). Many employers maintain their own processes for managing discipline or enabling staff to raise grievances, commonly set out in employee handbooks or staff manuals, and in some organisations made available by other means, for example via corporate intranets. Implementing robust, written disciplinary and grievance procedures matters for at least three reasons:

they offer a clear framework for employers and employees, supporting the efficient, orderly resolution of grievances and disciplinary matters. Both parties should know where they...

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Web page updated on 22/05/2026

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