Process planning and document review
Veridon services
Disciplinary & Grievance Processes
Independent and defensible workplace processes, handled with care from initial planning through to outcome.
Discuss your requirementsOverview
Clarity when the decision carries weight.
We bring structure, judgement and commercial focus to the matter. You receive direct support, a clear view of the risks and a practical route forward.
Our role can be focused on a single issue or extend across the process—from initial assessment and strategy through to communications, meetings and documentation.
Problems we solve
When businesses
typically instruct us.
01Allegations involve senior or key employees
02Internal relationships may compromise independence
03The process carries dismissal, morale or dispute risk
The outcome
What better looks like.
✓ Fair, clearly documented process
✓ A coherent evidence and decision trail
✓ Greater confidence in the final outcome
How Veridon helps
Focused support,
properly scoped.
Independent hearing chairing and questioning
Evidence-based outcome recommendations and template communications
Indicative investment
Clear starting points for this support.
Defined support through routine employee-relations processes.
- Disciplinary support
- From £715
- Grievance support
- From £805
- Capability / performance
- From £715
- Probation dismissal support
- £445
- Absence-management case
- From £625
Starting prices are used where scope can vary materially. The final proposal confirms agreed deliverables, assumptions and exclusions before work begins. Fees are exclusive of VAT where applicable.
View all services and investmentOur process
A controlled route from issue to outcome.
Confidential assessment
Evidence and context
Options and strategy
Practical delivery
Close and learn
Frequently asked questions
Before we begin.
Can Veridon chair the hearing independently?
Yes. We can agree a defined role as an external chair or adviser, provided the employer retains the appropriate decision-making responsibility.
Do you provide an outcome decision?
The scope can include an evidence-based recommendation. The employer should retain and document its own final decision unless a different lawful delegation is expressly agreed.
Can the meeting be recorded?
Potentially. This should be addressed transparently in advance, with a clear purpose, secure handling and appropriate data-protection information.
A confidential first conversation