Poorly managed workplace disciplinary investigations are contributing to employee burnout, reduced productivity, and significant financial losses, with public health experts estimating the annual cost to the UK economy at £28.5 billion.

The UK Faculty of Public Health (FPH) says badly handled disciplinary procedures affect not only the employees under investigation but also colleagues, managers, and the wider organisation. According to the faculty, the impact is severe enough to be considered a public health concern, comparable to other major workplace health risks.

Research cited by the FPH, based on data from the workplace conciliation service Acas, estimates that UK employers conduct around 1.7 million disciplinary cases each year. Much of the economic burden stems from resignations, dismissals, prolonged sickness absence, and declining staff morale linked to these investigations.

The faculty argues that many disciplinary processes focus too heavily on procedures while overlooking employee wellbeing. It is urging employers, trade unions, and policymakers to review existing practices and reduce unnecessary harm caused by formal investigations.

FPH President Professor Tracy Daszkiewicz said disciplinary procedures are too often applied in a way that prioritises process over people, without considering the psychological and organisational consequences. She called for discussions on reforms that would minimise avoidable harm while maintaining workplace accountability.

The issue has drawn renewed attention following the death of Chloe Moffat, a Treasury employee who took her own life after facing disciplinary proceedings triggered by an anonymous complaint. Following the incident, the Treasury announced plans to introduce changes to its disciplinary procedures.

The FPH recommends that formal disciplinary investigations should be used only as a last resort. It highlights the Aneurin Bevan University Health Board in NHS Wales as an example of best practice, where a revised approach reportedly reduced formal investigations by 71%, prevented more than 3,000 staff sick days, and saved at least £700,000 annually.

Acas Chief Executive Niall Mackenzie said resolving workplace issues informally wherever possible is generally less stressful, less expensive, and more effective than immediately launching formal disciplinary procedures.

The report also notes that managers responsible for conducting investigations can experience increased workloads, emotional strain, and workplace conflict. The Trades Union Congress (TUC) has backed the report, encouraging employers to work closely with recognised trade unions and ensure employees have access to representation from the earliest stages of workplace disputes.