📝 Disciplinary Letter Generator

Answer a few questions to generate your professional letter

Which disciplinary letter do you need?

Select the appropriate letter based on your situation and the stage of the disciplinary process.

Investigation Meeting Invitation

When allegations first arise and you need to investigate. This invites the employee to a fact-finding meeting.

Disciplinary Hearing Invitation

After investigation is complete. Invites the employee to a formal hearing where they can respond to allegations.

Verbal Warning Letter

For minor misconduct or first-time issues. Confirms a verbal warning after the hearing. Usually active for 6 months.

Written Warning Letter

For more serious misconduct or repeated minor issues. Formal written warning after hearing. Usually active for 12 months.

Final Written Warning Letter

For serious or gross misconduct, or when previous warnings haven't worked. Last step before dismissal. Active 12-24 months.

Dismissal Letter

For gross misconduct or when previous warnings have failed. Confirms termination of employment after hearing.

What is your company name?

Enter the full legal name of your company.

What is your company address?

This will appear on the letter heading.

What is the employee's name?

Full name of the employee receiving the letter.

What is the employee's job title?

What is the manager's name?

The person issuing this letter and handling the disciplinary process.

What is the manager's job title?

What are the allegations or matters to investigate?

Describe the concerns that need to be investigated.

When is the meeting date?

The date of the investigation meeting.

What time is the meeting?

Where will the meeting take place?

The specific location or room where the meeting will be held.

Who will chair the hearing?

Name and title of the person conducting the hearing (if different from manager above).

What evidence supports the allegations?

Brief summary of the evidence you have gathered.

When was the disciplinary hearing held?

The date when the hearing took place.

What are the reasons for this warning?

Summarize the misconduct or performance issues.

Provide full details of the warning decision

Explain what happened and why this action is being taken.

How long will this warning remain active?

Standard periods: Verbal Warning (6 months), Written Warning (12 months), Final Warning (12-24 months).

What improvements are required?

Specify exactly what the employee must do to improve.

How many working days does the employee have to appeal?

Standard is 5-10 working days.

Will the employee receive notice pay or payment in lieu?

For gross misconduct, dismissal is typically immediate (no notice). For other dismissals, statutory or contractual notice applies.

What is the last working day?

If immediate dismissal, this is today. If with notice, this is the end of the notice period.

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📝 Disciplinary Letter Generator

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