Jurisdiction(s):
United Kingdom

Key definition

Disciplinary definition

What does Disciplinary mean? In practice, “disciplinary” refers to employer procedures and actions taken to address alleged misconduct or inadequate performance in the workplace. It is a descriptive term rather than a statutory definition, and its content is shaped by codes of practice and case law on fairness and natural justice. A disciplinary situation typically arises from breaches of workplace rules, codes of conduct or expectations about how a job is to be performed, including poor or substandard performance. Core features include: a reasonable and impartial investigation; written notification of the allegations and evidence; a disciplinary hearing; the employee’s opportunity to...

Non-disciplinary Attendance Review Meetings in law firms: employee FAQs on sickness absence management, process, accompaniment rights, reasonable adjustments, medical evidence and grievance options

Published by a LexisNexis Practice Management expert

Precedents

1. Does an attendance review meeting (ARM) mean I’m being disciplined for my absence?

No. An ARM isn’t Disciplinary action and typically isn’t included in any Disciplinary procedure.

2. What’s the purpose of an ARM?

An ARM aims to talk through the health issues behind a high absence rate and consider steps that could support your wellbeing, lower your absences, and enable a safe return to work if you’re on Long-term sick leave.

3. Will everyone in the firm have an ARM?

The firm’s Policy is to arrange an ARM when an employee has been away on long-term sickness beyond [ four weeks’ OR [ insert duration ] ] duration, or where there is a high level of sporadic absence adding up to more than [ four weeks OR [ insert duration ] ], where the absence stems from an underlying health problem.

4. Who will conduct my ARM?

In most cases, your line manager will run the ARM, unless it’s judged more suitable for a different manager to lead the meeting...

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Beth Pipe , FCIPD

OnLive Learning

Beth is a Fellow of the Chartered Institute of Personnel and Development (FCIPD) and has spent over 25 years specialising in Learning and Development. During that time she has worked across a broad variety of different industries and has, for the past 15 years, worked closely with a number of well known law firms; this has involved putting in to place systems and structures to encourage, enable and track the effectiveness of learning activities. Adept at face to face course delivery, and always enjoying excellent feedback, Beth is also accomplished at online delivery and created OnLive Learning in response to the challenges presented by the 2020 Covid-19 restrictions.Beth has written extensively for LexisNexis on subjects such as Performance Management, Managing Change and Stress Management. Away from her training delivery she is a published author writing about local history, hiking, wildlife and the outdoors and is...

Web page updated on 22/05/2026

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