Letter inviting employee to an informal meeting to discuss conduct or behaviour

What’s a letter of invitation to an informal meeting to discuss conduct or behaviour and when should you use it?

This is the first letter in any disciplinary proceedings – before you activate the formal process.

This letter should be issued when you are considering issuing a verbal warning or where your concerns about an employee’s conduct or behaviour are relatively minor.

For example, poor attendance and timekeeping, unauthorised absence, time wasting etc

It may be more effective to deal with such concerns informally in the first instance as you may be able to resolve matters then and there, without having to resort to your formal disciplinary procedure.

Take care when it comes to poor work performance, however, as this generally should not be treated as misconduct matter.

What else might you need?

When it comes to handling any concerns with an employee’s behaviour you should be consulting your disciplinary policy, which sets out the procedure you should follow regarding any disciplinary matter.

We have a suite of letters which take you through the disciplinary process step by step and you can find these templates in our Employees hub.

You should also check out our step by step guidance on handling a disciplinary issues with employees

If you find that the unauthorised absence warrants a verbal warning, you should issue a further letter to the employee after the informal meeting advising them of the verbal warning.

To do this you can use our Disciplinary verbal warning letter about misconduct