A warning identifies a specific breach, calls for compliant behaviour and makes the employment consequences of repetition clear. A vague expression of dissatisfaction may not fulfil that function.
What needs checking
Check the facts, contractual duties, proportionality and consistency before issuing a warning. Several allegations in one document can create avoidable difficulties if one cannot be supported. There is no general rule that exactly three warnings are required before dismissal.
Practical next steps
For lateness, record the scheduled time, actual arrival and explanation. For performance, distinguish a lack of ability from culpable failure to perform. Employees may challenge an inaccurate or unjustified warning and seek its removal.
Prepare for the review
Send the relevant contract or policy, a short chronology, the correspondence and any document showing a deadline. Explain the outcome you need and any steps already taken.
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Updated: 8 November 2026.