What this guide covers
If a formal disciplinary incident is logged about you, you'll be notified and asked to acknowledge it. This explains what that means, your right to reply, and exactly what acknowledging does (and doesn't) do — so you can respond properly.
My Incidents is your own page. Only you can acknowledge your own incident. Take it seriously, but don't panic — acknowledging is about receipt, not guilt.
Using My Incidents
Open My Incidents from the "My stuff" grid on the dashboard. It lists every incident on your record as a card with its number and status. When there is something to filter, an "All" / "Awaiting my reply" / "Resolved" switch sits above the cards, and a banner tells you how many incidents are awaiting your acknowledgement. If nothing has ever been raised, the page says "You have no incidents on record."
Open a card to see the incident page: "HR Incident — ", the "Category", "Incident Date", who it was "Raised by", the facts as recorded, and any "Evidence" attached.
What to do
- You're notified. A message links you to the incident. You have 24 hours to review and reply — the page shows the deadline.
- Read the document. Check the category, the facts as recorded, and any evidence attached.
- State your case (optional but encouraged). The "Your Response" panel is your right to reply. Type your side under "Add your response" and click "Submit response". You can add more than one response. Responses are added to the formal incident record and considered before any sanction is decided.
- Acknowledge receipt. Under "Acknowledge Receipt", type a short confirmation (for example "I confirm I have received and read this incident notice.") and click "I Acknowledge Receipt". It's time-stamped and recorded.
Your responses are part of the record, not a private thread. They are visible to HR and the sanction officer, and also to the manager who raised the incident. Responses are append-only: once submitted they cannot be edited or removed, so write calmly and factually.
What acknowledging means
- It means "I received and read this." It is NOT an admission of guilt or that you agree with it.
- You keep your right to reply — acknowledge and dispute the facts in "Your Response" if you disagree. The panel stays available after you acknowledge.
- If you do nothing for 24 hours, the process can continue without your acknowledgement (the record shows "24h window expired — no acknowledgement") — so it's better to acknowledge, even while disagreeing, and put your side on record.
What happens next
After you acknowledge (or the 24 hours pass), a sanction officer reviews everything — including your responses — and decides the outcome. The result is recorded against the incident under "Outcome". There are two possibilities:
- Not upheld — the allegation didn't hold up. Your page reads "Not upheld — you are cleared, no sanction was imposed", with a recorded finding saying why. The incident stays on the record showing it was raised, investigated and not upheld, so the outcome is visible rather than the matter just disappearing.
- A sanction — a rung on the disciplinary ladder ("Verbal Warning", "First Written Warning", "Second Written Warning", "Final Written Warning", or "Referred to Dismissal Hearing"), with notes. You'll see the level, who decided it and when on your copy of the incident.
Either way you can see the outcome on the incident page, and it is posted to the incident's notification channel.
Good to know
- Be factual and calm in your response — it becomes part of the record.
- Ask if you're unsure — the speech-bubble icon next to the raiser's name opens a direct chat with them, and HR can be reached the same way.
- Acknowledging quickly is in your interest — it shows engagement and gets your reply on record inside the window.
Related guides
- The Incident Log (QIL): how a disciplinary incident works — the full picture of the process.
- Chat, Record Channels and Notifications — how the notification and channels reach you.