When an employer gives a verbal warning for misconduct to an employee after a disciplinary does this also need to be communicated to the employee in writing or only recorded for the organisation’s own purposes? Is it procedurally correct, if an employee continues to be disciplined, to give a verbal warning, then first written warning, followed by second written warning and then dismissal?

Posted in : First Tuesday Q&A NI on 2 September 2015
Arthur Cox
Arthur Cox
Issues covered:

The LRA Code of Practice on Disciplinary and Grievance Procedures recommends that, where following a disciplinary meeting, an employee is found guilty of misconduct, a first step would be to give him/her a formal oral warning or a written warning depending on the seriousness of the misconduct. It states that where such a warning issued, the employee should be informed, either orally where a formal oral warning has been given or in writing where a written warning has been given:

  • that the action is part of the formal disciplinary procedure;
  • of the nature of the misconduct;
  • of the level of the disciplinary action being taken;
  • of the change in behaviour required; and
  • of the consequences of

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Back to Q&A's This article is correct at 08/10/2015

The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.

Arthur Cox
Arthur Cox

The main content of this article was provided by Arthur Cox. Contact telephone number is +44 28 9026 2673 or email rosemary.lundy@arthurcox.com

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