Progressive Disciplinary Action Form Template for England and Wales

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Key Requirements PROMPT example:

Progressive Disciplinary Action Form

"I need a Progressive Disciplinary Action Form for a retail employee who has had three instances of tardiness in the past month, requiring a written warning and clear performance targets to be met by March 2025."

Document background
The Progressive Disciplinary Action Form is a critical HR document used when formal disciplinary action becomes necessary in the workplace. It serves as an official record of disciplinary proceedings, ensuring compliance with English and Welsh employment law while protecting both employer and employee interests. The form documents specific incidents, required improvements, timelines, and consequences, following a progressive discipline approach that typically starts with minor sanctions and escalates if behavior doesn't improve. It's designed to ensure fair treatment, clear communication, and proper documentation of all disciplinary steps, while adhering to ACAS guidelines and relevant employment legislation.
Suggested Sections

1. Employee Information: Basic details including name, position, department, and employee ID

2. Incident Details: Description of the violation or performance issue

3. Progressive Action Level: Current step in disciplinary process (verbal warning, written warning, final warning, etc.)

4. Improvement Required: Specific actions or changes required from employee

5. Timeline for Improvement: Deadline for required changes and review date

6. Consequences: Next steps if improvement is not achieved

Optional Sections

1. Previous Warnings: Details of prior disciplinary actions when there is a history of similar incidents

2. Support Plan: Additional training or resources provided when performance issues are skill-related

3. Union Representative Details: Information about union involvement when employee is union member and requests representation

Suggested Schedules

1. Meeting Notes: Records of disciplinary meetings and discussions

2. Evidence Documentation: Supporting documents, witness statements, or performance data

3. Company Policy References: Relevant sections of employee handbook or policies violated

4. Performance Improvement Plan: Detailed plan for addressing performance issues

Authors

Alex Denne

Head of Growth (Open Source Law) @ Genie AI | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

Industries

Employment Rights Act 1996: Primary legislation establishing fundamental employment rights, including fair dismissal procedures and the right to written reasons for dismissal. Critical for ensuring disciplinary actions follow legally compliant processes.

Equality Act 2010: Legislative framework preventing discrimination based on protected characteristics during disciplinary procedures. Ensures fair and unbiased application of disciplinary measures across all employee groups.

ACAS Code of Practice: Practical guidance for handling disciplinary procedures. While not legally binding, tribunals consider adherence to this code, and non-compliance can result in up to 25% increase in compensation awards.

Human Rights Act 1998: Ensures basic human rights are respected during disciplinary procedures, including the right to a fair hearing, protection against unfair treatment, and privacy considerations.

GDPR and Data Protection Act 2018: Governs how disciplinary information must be recorded, stored, and managed, including employee access rights to their records and appropriate data retention periods.

Trade Union and Labour Relations (Consolidation) Act 1992: Establishes employee rights to representation during disciplinary meetings and defines the scope of trade union involvement in disciplinary procedures where applicable.

Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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