Poor Performance and Capability First Formal Warning Letter

The Poor Performance and Capability First Formal Warning Letter is issued where the employee's explanations at the first disciplinary hearing are unsatisfactory.

The first formal warning letter should be issued to the employee, stating the nature of the unsatisfactory performance, the improvement expected, the timescales for this improvement and the consequence of insufficient improvement.

When to issue this first formal warning

This letter follows the Notice Of First Disciplinary Poor Performance Hearing where the employer decides that a formal warning is appropriate.

It should be used alongside the Performance Management Review Procedure.

Monitoring performance after the warning

The employee's performance should continue to be monitored and, after a further reasonable time and subject to the employee achieving a satisfactory level of performance, a letter should be sent acknowledging this improvement.

Where the employee’s performance improves after the warning, the employer can use the Acknowledgement Of Improved Performance Post First Hearing Or Warning.

If performance does not improve

If the employee's performance does not improve within the terms set out in this formal warning, a notice of second disciplinary hearing should be sent to the employee.

In such instances, the employer should also consider offering alternative employment.

Poor Performance and Capability First Formal Warning Letter is part of Employment. Just £38.50 + VAT provides unlimited downloads from Employment for 1 year.