Disciplinary performance note redaction is the removal of identifiers from a warning record so the worker stays private. The underlying warning is governed by the ACAS Code of Practice on Disciplinary and Grievance Procedures and by the Employment Rights Act 1996, whose section 94 gives the right not to be unfairly dismissed and whose section 98(4) tests whether the employer acted reasonably. anonym.plus marks each name on your device, so the facts stay clear while the person is hidden.
When this applies
An HR team reviews warning trends to check whether one site issues far more than the rest. You redact the worker first, so the trend study clears Recital 26 before anyone reads it.
How anonym.plus handles it
- Open the warning record in anonym.plus on your device.
- Built-in OCR reads a scanned, signed form.
- The app marks the worker and the issuer.
- Confirm the markings and keep the policy clause.
- Swap each name for a neutral label.
- Save the cleaned record locally.
What you need to provide
- The warning record (PDF, DOCX, or scan).
- An operator (Replace keeps facts readable).
- Optional alias map, OFF for true anonymity.
PII entity types detected
| Category | anonym.plus entity type | Example |
|---|---|---|
| Names | PERSON | Bea Quinn → [WORKER] |
| Names | PERSON | issued by R. Kelly → [ISSUER] |
| Contact | EMAIL_ADDRESS | b.quinn@example.co.uk → [EMAIL] |
| Dates | DATE_TIME | issued 02/2025 → [DATE] |
| Org | ORGANIZATION | Warehouse Team → [TEAM] |
| Location | LOCATION | Leeds depot → [SITE] |
Compliance achieved
- Keeps the fair-process trail the ACAS Code of Practice on Disciplinary and Grievance Procedures expects, with the up-to-25% adjustment power in TULRCA 1992 s.207A in the background.
- Preserves what Employment Rights Act 1996 s.94 and s.98(4) are tested on if the matter reaches a tribunal.
- Retains the accompaniment record under Employment Relations Act 1999 s.10.
- Applies storage limitation under UK GDPR Art. 5(1)(e) so an expired warning does not linger. Offline, AES-256-GCM at rest.
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Limitations & cautions
A warning often turns on one specific incident. That unique event can re-identify the worker after the name goes. Generalise the facts when you share the sample.
Frequently asked questions
Why can a redacted warning still identify someone?
Because it may describe a unique incident only one person was part of. Recital 26 asks whether anyone can be singled out, so generalise the facts.
How long should an expired warning stay on file?
No longer than your policy and purpose justify. Article 5(1)(e) is the storage limitation principle, and a warning kept past its stated life can itself become a complaint. Set the period, then hold to it.
Does the worker have a right to be accompanied?
Where the hearing could result in a formal warning or other action, yes. Section 10 of the Employment Relations Act 1999 gives a right to be accompanied by a colleague or a trade union representative on request.
Does anonymising a warning change ACAS duties?
No. Redacting a copy for analysis is separate. The ACAS Code and the Employment Rights Act 1996 still govern the live disciplinary process with the worker.