Free tool
Written Requests Builder
One short, dated email asking for everything you are entitled to ask for before the meeting, each request tied to the paragraph or section that supports it.
Most people send six emails, or none. One email with every request in it creates one clean record: an employer who answers has given you what you asked for, and an employer who does not has created a record of not answering. At a hearing those are almost equally useful.
The tool writes the email in calm, factual language and checks the tone before you send it. It also works out the latest date your employer has to accept if your companion cannot make the hearing.
Privacy warning. Do not complete this tool on an employer-owned device.
Nothing you type here leaves this device. The tool runs entirely inside your browser. Nothing is sent to us or stored on any server, and nothing is written to this browser.
You can save your work. Save a file to your own device at any point and load it back later. The file is yours, and nobody else sees it unless you choose to share it.
Free, with nothing to sign up for and no email address required. About ten minutes.
The tool in full
What you can ask for, and where it comes from
Nothing here is held back for the tool. If you would rather work through it on paper, this is the whole of it.
- The allegations in specific terms: what you are said to have done, when, and which provision of the policy it engages. ACAS Code 2015, paragraph 9.
- Copies of the evidence relied on, including witness statements. ACAS Code 2015, paragraph 9.
- The policy and procedure being applied, including its examples of gross misconduct. ACAS Code 2015, paragraphs 2 and 24.
- Who investigated and who will decide. ACAS Code 2015, paragraph 6.
- The possible consequences, including whether dismissal is being considered. ACAS Code 2015, paragraph 9.
- Notice of your companion and their category. Employment Relations Act 1999, section 10(1) to (3).
- A postponement to a reasonable time within five working days after the date proposed, if your companion is unavailable. Employment Relations Act 1999, section 10(4) and (5), with working days defined at section 13(6).
- More time to prepare, with the reason. ACAS Code 2015, paragraph 11.
- Notice of the witnesses your employer will call, and of your own. ACAS Code 2015, paragraph 12.
- Adjustments to how the meeting is run, without having to name a condition. Equality Act 2010, section 20.
- Preservation of records that are routinely overwritten, such as CCTV and system logs. ACAS Code 2015, paragraph 5.
- At appeal: the grounds acknowledged, a manager not previously involved, and the notes of the hearing. ACAS Code 2015, paragraphs 26 to 28.
Read alongside: The right to be accompanied and Disciplinary hearing preparation checklist.
Primary sources. ACAS Code of Practice on disciplinary and grievance procedures 2015, paragraphs 2, 5 to 12, 14, 15 and 24 to 28; Employment Relations Act 1999, sections 10 and 13(6); Equality Act 2010, section 20; UK GDPR Articles 12 and 15. Every reference to the ACAS Code of Practice on disciplinary and grievance procedures is to the version dated 11 March 2015, which is in force. The revised Code published in draft on 30 July 2026 is not in force and is not used.
What this is. General information about the standard the law and the Code set, for England and Wales. It is not an assessment of your case and it does not predict any outcome. Dates shown are indicative: confirm any deadline before you rely on it.
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