A new report has revealed that poorly managed disciplinary investigations are causing widespread damage to worker wellbeing and costing the UK economy an estimated £28.5 billion every year.
The findings, published by the Faculty of Public Health, suggest that workplace investigations are contributing to stress, anxiety, sickness absence and staff departures on a scale comparable to some of the country’s most significant public health challenges.
According to Acas, around 1.7 million disciplinary cases take place across UK workplaces every year. However, experts say many of these investigations are unnecessarily adversarial, excessively prolonged and often handled without sufficient consideration for employee wellbeing.
The report argues that many employers have become overly focused on procedures and legal compliance while losing sight of the human impact disciplinary action can have on workers and their families.
Researchers found that lengthy investigations and suspensions at work frequently lead to increased sickness absence, reduced morale, lower productivity and a rise in experienced staff leaving organisations altogether. In many cases, informal resolution and early intervention could have avoided escalation entirely.
The issue is particularly relevant as UK workplaces continue to adapt to significant changes in employment law and a more challenging labour market. Recent figures show vacancies have fallen to their lowest levels in five years, while businesses remain cautious about recruitment and retention strategies.
For workers, the message is clear. If you become subject to a workplace investigation or disciplinary process, it is important to:
- Request all allegations and evidence in writing.
- Keep detailed records of meetings and correspondence.
- Ask for sufficient time to prepare your response.
- Ensure workplace policies and procedures are followed correctly.
- Seek advice early rather than waiting for matters to escalate.
- Raise concerns if delays or procedural unfairness begin affecting your health or wellbeing.
Jonathan Morgan of The Workers Union said:
“Most workplace issues can be resolved through communication, negotiation and finding a common sense resolution. Formal disciplinary procedures should always be a last resort rather than a first response. Workers deserve dignity and respect throughout any investigation process. Employers who manage issues fairly and proportionately often achieve better outcomes for both their staff and their organisation.”
The report comes as employers across the UK continue preparing for wider employment law reforms being introduced throughout 2026 and 2027, with greater emphasis being placed on fairness, wellbeing and workplace culture.
For UK workers, this latest research serves as an important reminder that how workplace concerns are handled can have lasting consequences far beyond the office door.
