Enter the full legal or trading name of the business issuing the warning.

Enter the full name of the employee receiving the warning, as per their employment record.

Enter the employee's official job title.

Enter the full name of the manager, supervisor, or HR representative who is issuing this warning.

Enter the job title of the person issuing the warning.

The date this warning letter is being formally issued to the employee.

Select the appropriate level in your progressive disciplinary process. 'Record of Verbal Warning' formally documents a prior verbal discussion. 'First Written Warning' is typically the next step. 'Final Written Warning' indicates that dismissal could be the next step if the issue persists.

Indicate if you have already met with or discussed this specific issue with the employee BEFORE issuing this formal warning. Procedural fairness generally requires discussion/investigation first.

Provide the specific date(s) when the misconduct occurred or the period over which poor performance was observed (e.g., '2024-09-10', 'Week ending 2024-09-13', 'August 2024').

Crucial Section: Describe the event(s) factually and objectively. What exactly happened? When and where did it occur? Who was involved? Avoid opinions, assumptions, or hearsay. Stick to observable facts and evidence. (e.g., 'On 2024-09-10 at 10:15 AM, you were observed using the company internet for personal social media for 45 minutes.', 'Your sales figures for August 2024 were X, falling short of the agreed target of Y.')

Identify the specific company rule, policy, procedure, or performance standard that was violated or not achieved. Refer to the exact clause if possible (e.g., 'Clause 7.2 of the Employee Handbook regarding Internet Usage', 'The agreed performance standard of processing 20 applications per day outlined in your performance agreement dated [Date]').

State clearly and specifically what the employee must do (or stop doing) to correct the issue. Make it measurable if possible. (e.g., 'Adhere strictly to the company's Internet Usage Policy during working hours.', 'Achieve a minimum performance level of processing 18 applications per day consistently.', 'Complete the required safety procedure checklist before operating the machinery on every occasion.')

Optional but recommended, especially for performance issues. Set a realistic date or timeframe by which the required improvement must be evident. (e.g., 'Effective immediately', 'Within the next 4 weeks, by 2024-10-15', 'Consistently from this date forward').

Clearly state what will happen if the employee fails to make the required improvement by the deadline, or if the misconduct occurs again. This usually depends on the warning type (e.g., For a First Written Warning: 'Failure to meet this standard may result in further disciplinary action, potentially including a Final Written Warning.' For a Final Written Warning: 'Should you fail to rectify this behaviour or if any further instance of misconduct occurs, it may lead to the termination of your employment.').