The question of whether an employer grievance should disrupt disciplinary proceedings is one up for debate, as the answer is not definitive. As all cases are unique, therefore it is not all grievances cause disruption to disciplinary proceedings , as there may be some proceedings that are affected by a grievance, whereas others are not.

In some cases, the Employment Tribunal may decide to suspend proceedings to allow the employer to attend to any grievance issues raised by the employee.

On other occasions, the disciplinary procedure can run simultaneously with the grievance procedure, as usually the grievance is raised as a response to the disciplinary proceedings brought against the employee. Therefore, the grievance can be dealt with in the disciplinary hearing.

If an employee began working after the 6^th April 2012, they can only claim unfair dismissal after two years of continuous employment, whereas if they were employed prior to the 6^th April 2012 then they can claim for unfair dismissal after one year of continuous employment.

The costs incurred to an employer in relation to unfair dismissals depend on the circumstances. If the Tribunal decides you are liable, then you may be charged for the compensation award up to £72,300, as well as a basic award of up to £12,900. Although the maximum costs are only awarded in extreme cases, as the tribunal awards compensation based on the reasons for dismissal and the behaviour of the employer in the dismissal process.