Stands for
ACAS — Statutory guidance on fair disciplinary and grievance procedures.
How it works in KallosSim
- In practice language — Statutory guidance on fair disciplinary and grievance procedures.
- What it means — The ACAS Code of Practice on Disciplinary and Grievance Procedures is statutory guidance that all employers must take into account when managing disciplinary or grievance matters. Employment Tribunals take the Code into account when deciding cases — unreasonable failure to follow it can result in compensation uplift or reduction of up to 25%. Core requirements include: investigate before acting; tell the employee the allegation and give them a reasonable opportunity to respond; allow the right to be accompanied at formal hearings; provide the right of appeal. Two of the most common causes of unfair dismissal findings: (1) mixing the roles of investigator and decision-maker — the ACAS Code states that 'where practicable' these should be different people; (2) failing the Burchell Test. The Code requires that the hearing invitation be given with 'reasonable notice in good time' — there is no statutory minimum number of days for the invitation itself; the five-day rule in the Code applies specifically to postponement when the employee's chosen companion cannot attend.
- In KallosSim — Cases and formative debriefs may reference this concept when your sector pack and card selections call for it.
Training only. Fictional AI-generated cases only — not legal advice, not live decision support, not a substitute for supervision.
What it is not
- A substitute for reading primary statute or your organisation’s procedures.
- Competence assessment, ASYE sign-off, or Bar / SRA / CIPD accreditation.
- Advice for a live family, employee, client, or court matter.