England & Walesdisciplinary

Disciplinary Outcome Letter — Warning (England & Wales)

This is a static, verified master template. AI never generates the clause text below — it only helps you fill in the variable fields once you sign up.

This document's core is based on a template published by ACAS (inferred to be under OGL-3.0, from ACAS's site-wide licensing notice — not a template-specific statement). Verstia does not claim this text is approved by ACAS — its fidelity to the source is verified by a deterministic diff, not a legal review.

Template preview

NOTICE OF DISCIPLINARY OUTCOME LETTER: WARNING

letter date

Dear employee name,

You attended a disciplinary hearing on hearing date. I am writing to inform you of your [is_first_written_warning => "written warning" / else "final written warning"].

[If has_disregard_period:] This warning will be placed in your personal file but will be disregarded for disciplinary purposes after disregard period months months, provided your improvement condition.

a) The nature of the unsatisfactory conduct or performance was misconduct details.

b) The conduct or performance improvement expected is improvement expected.

c) The timescale in which the improvement is required is improvement timescale.

d) The likely consequence of further misconduct or insufficient improvement is a further disciplinary procedure that could lead to further consequence.

You have the right of appeal against this decision in writing to appeal contact name within appeal window days days of receiving this disciplinary decision.

Yours sincerely,

manager signature

---
This is a process template, not legal advice. If the underlying case involves discrimination, whistleblowing, or other complex facts, get independent legal advice before you proceed.
This document is provided as a template for information purposes and is not legal advice.
For advice on a specific situation, consult a qualified adviser or Acas (acas.org.uk).

Variables you will fill in

Letter date(date)required
Employee name(text)required
Date of the disciplinary hearing(date)required
Is this a first written warning? (unchecked = final written warning)(boolean)required
ACAS's own template offers this as a single either/or choice — a final written warning is normally reserved for a case where a live first written warning already exists, or where the matter is serious enough to justify skipping straight to a final warning.
State a disregard period for this warning? (optional)(boolean)
Disregard period (months, if applicable)(number)
Condition for disregarding the warning (e.g. "conduct improves")(text)
Nature of the unsatisfactory conduct or performance(textarea)required
Conduct or performance improvement expected(textarea)required
Timescale for improvement(text)required
Likely consequence of further misconduct/insufficient improvement (e.g. "a final written warning", "dismissal")(text)required
Name of the person handling the appeal(text)required
Appeal window (days)(number)required
ACAS's own template recommends 5 working days; ACAS Code of Practice on disciplinary and grievance procedures requires a right of appeal to be offered.
Manager / employer name (signatory)(text)required

This information is for informational purposes only and does not constitute legal advice. For advice on a specific situation, consult a qualified adviser or Acas (acas.org.uk).