1. Stick to your script (aka your policy)
First things first — make sure you’ve got a solid disciplinary policy and follow it to the letter. That’s your safety net and your consistency checker. It helps protect your business and keeps things fair for everyone involved (Haven’t reviewed your policy in a while? We can help with that)

2. Do your homework (investigate properly)
Time to gather the facts. That means digging into the right places (hello CCTV, systems, witness chats), keeping records, and staying objective. If the issue is serious, you might want to consider suspension while you investigate — just be sure you’re following proper protocol.

3. Send a formal invite
Let the employee know exactly what the concerns are, clearly and fairly, and remind them they have the right to bring a companion along for support. Keep the tone professional and stick to the facts.

4. Hold the hearing
Lay out the issue, hear their side, and don’t jump to conclusions. Always take a break to reflect before deciding on the outcome. And don’t forget a note-taker — ideally someone impartial — to keep everything properly documented.

5. Deliver the outcome
Once you've looked at the facts and the feedback, it’s decision time. Whether it’s a warning or something more serious, be clear, be fair, and confirm it in writing. Oh, and always give the employee the right to appeal.

6. Manage the appeal
If there’s an appeal, it should be handled by someone who wasn’t involved in the original process (and ideally, more senior). No one else available? That’s where we come in — a third-party HR consultant can take the reins.

Need some backup?

Disciplinaries can be complex, but you don’t have to figure it out alone. We’re here to support you with policies, procedures, advice, and a calm, confident voice when things get sticky.  Come chat with us at stand B951