EZHR101: Employee Warnings

The process of issuing a warning to an employee can feel tricky and overwhelming, but it is an important step in setting out standards and boundaries for teams.

Here is our step-by-step guide for employers to follow when issuing a warning.

• Investigate the issue: Before issuing a warning, it is important to gather all the necessary information and evidence to support the decision. This may involve speaking to witnesses, reviewing documentation or conducting an investigation.

• Schedule a meeting: When you’re ready to address the allegations arranging a formal hearing to discuss the issue with the employee. It is important to communicate in a clear and concise manner, avoiding any accusations or blame. They must have 24 hours formal notice of the meeting and they have the right to be accompanied.

• Explain the problem: Clearly explain to the employee what the problem is and how it affects the business. Use specific examples to support your point and give the employee the opportunity to provide their own perspective.

• Discuss the consequences: Let the employee know the potential consequences of their actions, such as further disciplinary action or termination. Emphasize that the warning is a final opportunity for the employee to improve their behaviour.

• Adjournments: Before you make any final decision, you must take an adjournment to consider your decision, this must reflect the seriousness of the issues and if you fail to do this it makes your decision look pre-judged.

• Document the warning: It is important to document the warning and the agreement reached during the meeting. This will ensure that the warning is properly recorded and can be referred to in the future if necessary.

• Right of appeal: If you issue a warning every employee has the right of appeal and it must be offered to them.

By following these steps, employers can ensure that the process of issuing a warning is fair.

If you need any help or support on these issues don hesitate to contact us.