How Many Warnings Should You Give Before Letting Someone Go?

Workplace behaviour is a difficult subject. From arriving late or missing targets to harassment and theft, certain types of behaviour simply shouldn't be tolerated. Dismissing people is a decision which requires a lot of thought. In addition to making someone redundant, you also need to consider the time and expense it takes to replace them.

The number of warnings you give will be very much based on the offence. Government guidelines state that any employee on a warning should be given the right to reply, via an internal disciplinary hearing.

At that hearing, you have to explain the complaint against them, set out the evidence and give them a chance to explain themselves. The individual is entitled to have a companion if they inform you in advance, be it a colleague or a trades union rep.

Hearing complete, you have five options – no action, a written warning, a final warning, demotion or dismissal. Dismissal should only be used in the most extreme cases and include actions of gross misconduct. We're talking theft, physical violence, damage to property, breaking confidentiality and harassment.

If it's a first and lesser offence then you should give them a verbal warning. Generally, you should give someone one verbal warning and two written warnings before you dismiss them. That final written warning should last between three and six months, so if they break the terms during that period, then it's time to let them go.

Dismissal is a complicated thing and much of it relies on gut instinct. Weigh up the severity of the offence and discuss with other senior figures before you pass judgment.