Final written warning for lateness letter template
Supporting information
Employment law compliance
Documentation sequence
Decision-making milestones
Our First Written Warning for Lateness Letter Template addresses punctuality issues formally, encouraging improved time management.
Use this model letter to provide confirmation to an employee that they have been issued with a final written warning for lateness, including the provision for them to appeal.
This letter should normally be issued following a previous written warning for the same issue, and time has been given for them to improve. If the employee does not improve and they are still consistently late without good reason, then a final written warning is warranted.
Employers should follow the ACAS Code of Practice in relation to dismissal and disciplinary procedures. Use this letter after a conduct hearing has taken place.
Final written warning for lateness letter
[Add Logo]
[Company name]
[Sender address]
[date]
[Recipient name]
[Recipient address]
Dear [Recipient first name],
Notice of final written warning
I refer to our meeting of [date]. Despite my verbal and written warnings to you about your timekeeping, there has been no improvement and you have given no satisfactory explanation as to why you continue to be late for work.
I am therefore issuing you with a final written warning. If you are late again without offering a reasonable excuse, your employment may be terminated.
This warning will be placed in your personal file but will be disregarded for disciplinary purposes after a period of [number] months provided your [conduct improves | performance reaches a satisfactory level].
You have the right of appeal against this decision. Your appeal should be directed to [Name | the HR Department | HR Services] within [number] days of receiving this letter. It should set out in full the reason(s) for your appeal.
Yours [faithfully | sincerely],
[Sender name]
[Sender job title]
[Sender telephone]
[Sender email]
[For, and on behalf of [Company name] ]
Restricted before purchase.
Restricted before purchase.
What is this for?
The purpose of a First Written Warning for Lateness Letter Template is to formally address an employee's recurring lateness issue.
The letter serves as a written warning, notifying the employee of the lateness concern and its impact on their performance and the organisation. It clearly outlines the expectations for improvement, setting a specific timeframe for the employee to rectify their punctuality. The letter aims to prompt the employee to take corrective action and adhere to the organisation's policies regarding attendance and punctuality.
Additionally, it provides documentation of the warning in case further disciplinary measures are necessary in the future.
Employment law compliance
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Employment Rights Act 1996: Provides guidelines on the use of written warnings, including lateness issues, in the disciplinary process.
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Equality Act 2010: Ensures fair treatment during the disciplinary process, prohibiting discrimination based on protected characteristics, including accommodations for lateness.
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ACAS Code of Practice on Disciplinary and Grievance Procedures: Offers best practices for handling disciplinary issues, including the use of written warnings for lateness.
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Data Protection Act 2018: Ensures that employee data related to disciplinary matters, including lateness warnings, is handled securely and confidentially.
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Working Time Regulations 1998: Emphasizes the importance of managing working hours and rest periods, ensuring compliance with lateness-related working time rules.
Documentation sequence
First written warning for lateness letter template
Our First Written Warning for Lateness Letter Template addresses punctuality issues, fostering accountability and improving time management.
Termination of employment following previous warnings letter template
Our Termination of Employment Following Previous Warnings Letter Template formalises dismissal after repeated warnings, ensuring compliance and clarity.
Decision-making milestones
| Step | Description | Responsibility | Timing |
| 1 | Hold Disciplinary Hearing | Chairperson/Panel | After previous warnings |
| 2 | Review Disciplinary Policy | HR/Management | Before determining action |
| 3 | Assess Reasonable Employer Response | HR/Management | After policy review |
| 4 | Confirm Final Written Warning | HR/Supervisor | After assessment |
| 5 | Prepare and Issue Warning Letter | HR | After confirmation |
Restricted before purchase.
Restricted before purchase.
