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Disciplinary Process Letter Pack

A complete set of letters for managing employee misconduct from first warning through to dismissal. Follows the ERA 2000 good faith process.
$79.00
+ GST
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When to use

  • An employee’s conduct or performance has fallen below the standard required and you need to follow a formal disciplinary process.
  • You are managing a serious misconduct situation and need to ensure the process is documented correctly.
  • You want a complete, ready-to-use set of letters so you are prepared before any situation arises.
  • An employee has already been through a warning process and the situation has escalated.

When NOT to use this document:

  • The issue relates to performance rather than conduct – performance management requires a different process and a different set of documents.
  • The employee is on a 90-day trial period – dismissal during a valid trial period has its own process and these letters are not required.
  • The situation involves a redundancy or restructure – that process is different from disciplinary action and requires different documentation.

Product description

When an employee’s conduct falls short of your standards, the way you handle it matters as much as the outcome. The Employment Relations Act 2000 requires employers to follow a fair process before any disciplinary outcome, including warnings and dismissal. A flawed process can turn a justified decision into a costly personal grievance, even when the underlying conduct was serious.

This pack gives you a complete set of professionally drafted letters covering every stage of a disciplinary process, from the initial investigation through to a final decision. Each letter is designed to satisfy the good faith obligations under the ERA 2000 and to protect you if the matter later goes to the Employment Relations Authority.

The framewrk Disciplinary Process Letter Pack includes:

  • Letter 1 – Investigation notice: Notifies the employee of the allegation, invites them to respond, and confirms their right to bring a support person
  • Letter 2 – First or written warning: Records the outcome of a disciplinary meeting and confirms the warning, the standard required, and the consequences of further conduct issues
  • Letter 3 – Final warning: Used where earlier warnings have not resulted in improvement, or where the conduct is serious enough to warrant a final warning at the first stage
  • Letter 4 – Notice of dismissal: A formal dismissal letter recording the decision, the reasons, the notice period, and the employee’s right to raise a personal grievance
  • Letter 5 – Summary dismissal: For cases of serious misconduct where dismissal without notice is warranted

Verified against the Employment Relations Act 2000 and the Employment Relations Amendment Act 2026. Delivered as an editable Word document.

Important: This is a general purpose legal template, not legal advice. It does not create a lawyer-client relationship. You should satisfy yourself that it is appropriate for your situation before signing. For complex matters or significant commercial transactions, seek advice from a qualified NZ lawyer. Licensed for single-business use only.