Disciplinary decision scoring matrix form template
Our Disciplinary Decision Scoring Matrix Form template helps assess disciplinary actions objectively, ensuring consistency and fairness in handling employee misconduct.
- 3 pages / 839 words.
- Last updated 19/06/2025.
- Designed for United Kingdom use.
- Suitable for use in other territories; check local laws first.
- Instantly download as Word / PDF / plain text, or send by email.
- Includes 12 months’ access, with all updates to this page provided free of charge and notified to you.
Disciplinary decision scoring matrix form
Introduction
This matrix serves as a guide to assist in making informed decisions regarding employee disciplinary matters. It outlines key criteria to consider when evaluating an employee's conduct and determining appropriate actions in line with company policies.
However, it is essential to recognise that every situation is unique, and this framework should be used as a tool to support, rather than dictate, decision-making. Ultimately, the goal is to ensure fairness, consistency, and professionalism in addressing misconduct within the workplace.
Previous Disciplinary Record
Assesses the employee's past behaviour and any prior infractions.
| Criteria | Score | Description |
| No prior infractions | 0 | No previous record of misconduct. |
| One verbal warning (last 6 months) | 10 | One 'unspent' verbal warning (usually issued in the last 6 months). |
| One written warning (last 12 months) | 10 | One 'unspent' written warning (usually issued in the last 12 months). |
| Two warnings | 20 | Combination of 'unspent' verbal and/or written warnings within the specified timeframes. |
| Three or more warnings | 30 | Multiple 'unspent' warnings, indicating a pattern of repeated infractions. |
| Final written warning (last 12 months) | 30 | An 'unspent' final written warning. |
| Total |
Type of Misconduct
Evaluates the severity and nature of the current misconduct, in accordance with your Disciplinary Policy (examples at the end of this form).
| Criteria | Score |
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This Disciplinary Decision Scoring Matrix Form can be used to objectively evaluate disciplinary actions and determine appropriate consequences for employee misconduct.
It allows for consistent decision-making by assigning scores to various factors such as severity of the offense, previous disciplinary history, and mitigating circumstances.
This form helps ensure fairness and transparency in the disciplinary process by providing a structured framework for assessing disciplinary situations. By considering specific criteria and assigning corresponding scores, it enables decision-makers to arrive at well-informed and consistent disciplinary outcomes tailored to each individual case.
It should be actioned after a disciplinary hearing, to assist with decision-making.
Compliance
Compliance
This Disciplinary decision scoring matrix form template incorporates relevant UK laws and HR standards, including those listed below:
- Employment Rights Act 1996: Outlines legal requirements for disciplinary procedures, ensuring fairness and transparency in decision-making.
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Acas Code of Practice on Disciplinary and Grievance Procedures: Provides guidance on conducting fair and consistent disciplinary processes, including the use of objective criteria for decision-making.
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Equality Act 2010: Ensures that disciplinary decisions are not discriminatory and do not unfairly disadvantage employees based on protected characteristics.
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Data Protection Act 2018 (incorporating GDPR): Mandates the handling of personal data within disciplinary processes in compliance with data protection principles.
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Best Practice: Consistency and Documentation: Ensure that the scoring matrix form is applied consistently across cases and accurately documents the factors considered in disciplinary decisions to support transparency and fairness.
Flowchart
Flowchart
Check which resources should be implemeted before and/or after the Disciplinary decision scoring matrix form template, to understand the workflow.
Disciplinary hearing script
Our Disciplinary Hearing Script Template ensures structured proceedings, promoting fairness and adherence to disciplinary policies during hearings.
Disciplinary hearing result letter
Our Disciplinary Hearing Result Letter Template ensures clear communication of outcomes, promoting transparency and fair resolution.
Practical example
Practical example
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Scenario
John, a valued member of the team, has been consistently late for work over the past six months. As a result, John recently received a verbal warning from his manager to try to address the problem. Despite this, John has again recently breached the Company threshold for poor timekeeping, namely 3 occasions of lateness within a 10 working day period.
Accordingly, a Disciplinary Hearing has been held with him, and it has been adjourned so that a decision on the most appropriate outcome can be made.
Evaluation
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Previous Disciplinary Record: John has received one verbal warning in the last 6 months due to his lateness, scoring 10 points in this category. While this is his first formal disciplinary action, it indicates a recent pattern of behaviour that needs addressing.
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Type of Misconduct: John's behaviour falls under the category of misconduct as frequent lateness is considered a minor breach of policy, scoring 15 points. While lateness may seem like a minor issue, it can disrupt team productivity and morale if left unaddressed.
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Impact on Workplace: John's frequent lateness may have a minor impact on the workplace, scoring 5 points. While his lateness may not directly affect his colleagues' ability to perform their tasks, it sets a precedent for lax behaviour and can create resentment among team members who arrive on time.
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Mitigating or Aggravating Factors: There are no strong mitigating or aggravating factors present in this scenario. John has previously received the disciplinary policy as part of his onboardig, and has signed as such. He has not provided any extenuating circumstances for his lateness, nor has he shown deliberate deception or dishonesty. Therefore, this category scores 0 points.
Final Scoring
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Previous Disciplinary Record: 10 points
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Type of Misconduct: 15 points
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Impact on Workplace: 5 points
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Mitigating or Aggravating Factors: 0 points
Total score: 30 points
Outcome
With a total score of 30 points, John's behaviour falls within the range of 16-40 points, indicating a Written Warning as per the Final Scoring Outcome Guide. Therefore, the appropriate action would be to issue John a First Written Warning for his frequent lateness, emphasising the importance of punctuality and adherence to company policies.
This written warning serves as a formal reminder of expectations and provides John with an opportunity to rectify his behaviour before further disciplinary action is taken.
Frequently Asked Questions
Frequently Asked Questions
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Can I use this template in my small business?
Yes. The Disciplinary decision scoring matrix form template is designed to be flexible and suitable for organisations of all sizes, including small businesses and charities. It follows UK employment law best practice, so even if you don't have an in-house HR team, you can confidently apply it.
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Is this template compliant with 2025 UK employment law?
Absolutely. All of our templates are drafted with the latest ACAS guidance and UK employment legislation in mind. We review and update them regularly, so you can be confident they remain compliant.
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Can I customise it for my organisation?
Yes, we highlight the areas that you need to update with your own details, and where you need to make decisions to suit your situation. This saves you time and ensures that you meet best practice.
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Do I get instant access?
Yes. Once purchased, you'll be able to download it instantly. Templates are provided in editable Word or Excel format so you can customise them easily, and in PDF format for easy sharing.
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What if I need more help, not just this template?
If you're looking for broader support, we also offer toolkits and library bundles that include this template, along with other HR templates and policies for fully managing your situation. These may be more cost-effective if you need deeper advice.
