Disciplinary first written warning letter to employee about absence from work

What is a disciplinary first written warning letter to employee about absence and when should you use it?

 

This letter should be used at the second stage of your disciplinary process, where there has been no improvement in the employee’s absence record.

Depending on what the employee has done, you may already have issued a verbal written warning to the employee about their absence record before taking this step (indeed, this is recommended in our disciplinary procedure template and it’s recognised as good practice).

If the employee has not complied with the verbal warning, this formal written warning would be the next step.

We have a suite of other disciplinary letters to choose from and these can be found in the Disciplinary Procedures section of our Disciplinary Hub

 

What else should you consider?

 

When dealing with any disciplinary matter it is really important that you have a clear disciplinary procedure in place.

This would sometimes be found in an employment contract but more generally can be found in your employee handbook.

Our employee handbook template has a clear disciplinary policy set out in it.

Alternatively, you can use our Disciplinary Policy template

But having a disciplinary procedure in place is just the beginning.

It is equally important that where you have a procedure in place you follow it correctly.

Failure to follow your own procedures correctly can leave you exposed to a possible claim before the WRC.

For clear guidance on disciplinary procedures check out our step by step guide to handling disciplinary issues with employees.

You should also take a look at our very helpful  guide to managing employee sickness and absence.

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