{"id":7155,"date":"2025-10-01T02:02:54","date_gmt":"2025-10-01T06:02:54","guid":{"rendered":"https:\/\/employmenthero.com\/en-ca\/?post_type=resources&#038;p=7155"},"modified":"2025-10-20T01:12:15","modified_gmt":"2025-10-20T05:12:15","slug":"written-warning-letter","status":"publish","type":"resources","link":"https:\/\/employmenthero.com\/en-ca\/resources\/written-warning-letter\/","title":{"rendered":"An employer&#8217;s guide to written warning (+Free template)"},"content":{"rendered":"\n<div class=\"wp-block-group alignfull resource-sticky-downloadable-template has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group alignfull blog-template-header has-light-violet-50-background-color has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group alignfull has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\"><div 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8.20254916,7.8816073 7.78481199,8.39527139\" id=\"Fill-4\" fill=\"#000000\" mask=\"url(#mask-4)\"><\/path> <\/g> <\/g> <\/g> <\/g> <\/svg> \n    <\/span>\n            <span class=\"eh-social-sharing-button__copied_text\">\n            URL copied for sharing!        <\/span>\n    <\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group post-title-mobile has-global-padding is-layout-constrained wp-container-core-group-is-layout-6 wp-block-group-is-layout-constrained\"><h2 class=\"blog-template-title wp-block-post-title\">An employer&#8217;s guide to written warning (+Free template)<\/h2>\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-5 wp-block-group-is-layout-flex\">\n<p class=\"has-sm-font-size\">Published<\/p>\n\n\n<div class=\"wp-block-post-date has-sm-font-size\"><time datetime=\"2025-10-01T02:02:54-04:00\">1 Oct 2025<\/time><\/div><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-columns content-flex is-layout-flex wp-container-core-columns-is-layout-1 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:55%\">\n<div class=\"wp-block-group sticky-downloadable-title has-light-violet-50-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-10 wp-block-group-is-layout-constrained\" style=\"padding-bottom:var(--wp--preset--spacing--24)\"><h1 class=\"blog-template-title wp-block-post-title\">An employer&#8217;s guide to written warning (+Free template)<\/h1>\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-9 wp-block-group-is-layout-flex\">\n<p class=\"has-sm-font-size\">Published<\/p>\n\n\n<div class=\"wp-block-post-date has-sm-font-size\"><time datetime=\"2025-10-01T02:02:54-04:00\">1 Oct 2025<\/time><\/div><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--10)\">\n<div class=\"content-single-table-content\"><\/div>\n<\/div>\n\n\n\n<div id=\"content-wrapper\" class=\"wp-block-group content-wrapper has-global-padding is-layout-constrained wp-container-core-group-is-layout-12 wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10)\">\n<p class=\"has-paragraph-2-m-font-size\">In effective performance management, clear communication is essential. A <strong>written warning letter<\/strong> is a formal, documented step taken by an employer when an employee&#8217;s conduct or performance falls below the expected standard. It is a critical tool for giving the employee a clear opportunity to improve while also protecting the employer from legal exposure.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">A written warning serves a dual purpose: it clearly defines the problem, expected changes and consequences for the employee, and it creates a necessary paper trail for the employer, especially if further disciplinary action is required.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">This guide details the proper use of written warnings and the legal considerations for Canadian employers. We offer a free, downloadable written warning letter template designed to help you issue compliant, fair and clear disciplinary notices.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"626\" height=\"760\" src=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/CA_Written-Warning-Letter-Template.webp\" alt=\"CA Written Warning Letter Template by 91±¬ΑΟ\" class=\"wp-image-7163\" srcset=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/CA_Written-Warning-Letter-Template.webp 626w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/CA_Written-Warning-Letter-Template-247x300.webp 247w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/CA_Written-Warning-Letter-Template-321x390.webp 321w\" sizes=\"auto, (max-width: 626px) 100vw, 626px\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">What is a written warning?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">A written warning is an <a href=\"https:\/\/employmenthero.com\/en-ca\/resources\/discipline-policy\/\">official disciplinary step<\/a> used in progressive discipline. Its primary purpose is to notify an employee formally of a specific breach of company policy, a performance deficiency or unacceptable conduct.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">It is typically issued after verbal warnings or informal coaching have failed to correct the issue. It&#8217;s a formal escalation that signals the seriousness of the issue and the necessity of immediate, demonstrable improvement.<\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Its importance lies in both performance management and legal compliance. In performance management, it sets clear performance standards and a timeline for correction. Legally, a well-documented series of warnings (known as the progressive discipline process) is essential to demonstrate that an employer provided a fair chance for improvement before resorting to <a href=\"https:\/\/employmenthero.com\/en-ca\/resources\/termination-of-employment-letter\/\">termination for cause<\/a>.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">First warning vs final warning: When should you issue one?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Progressive discipline means that penalties increase in severity with repeated or more serious infractions. The most common stages are the <strong>first written warning<\/strong> and the <strong>final written warning<\/strong>.<\/p>\n\n\n\n<figure class=\"wp-block-table custom-table has-paragraph-2-m-font-size\"><table class=\"has-fixed-layout\"><thead><tr><th><strong>Feature<\/strong><\/th><th><strong>First written warning<\/strong><\/th><th><strong>Final written warning<\/strong><\/th><\/tr><\/thead><tbody><tr><td>When to issue<\/td><td>First instance of a minor performance issue (e.g., occasional lateness, minor errors, failure to follow a procedure).<\/td><td>Second or subsequent instance of the same or related issue OR a single instance of a serious breach of conduct (e.g., insubordination, serious policy violation).<\/td><\/tr><tr><td>Purpose<\/td><td>To officially notify the employee, set clear expectations, and establish a paper trail for the first offence.<\/td><td>To notify the employee that their employment is now at risk. It is the last chance for correction before termination.<\/td><\/tr><tr><td>Key message<\/td><td>&#8220;Improvement is required; failure to improve may lead to further disciplinary action.&#8221;<\/td><td>&#8220;Immediate, sustained improvement is required; failure to comply will lead to termination of employment.&#8221;<\/td><\/tr><tr><td>Reference to past<\/td><td>May reference prior verbal warnings or coaching sessions.<\/td><td>Must reference the date(s) of the previous written warnings.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Understanding the written warning procedure in Canada<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">To ensure fairness and legal compliance, employers should follow a standardized, step-by-step procedure when issuing a written warning:<\/p>\n\n\n\n<ol class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Investigate and document:<\/strong> Before any meeting, gather all facts, evidence and documentation regarding the alleged misconduct or poor performance.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Hold a disciplinary meeting:<\/strong> Meet privately with the employee (and often an HR representative). Clearly state the specific allegations, referencing dates and specific incidents. Give the employee a fair opportunity to explain or respond to the allegations\u2014this is crucial for natural justice.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Consider the response:<\/strong> After the employee provides their response, take time to consider it carefully. This step, reflected in our template, shows you did not issue the warning unilaterally or unfairly.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Issue the written warning:<\/strong> If the decision is to proceed, issue the formal letter. The letter must be dated and signed, detailing the reasons for the warning, the required improvement and the consequences of failing to meet the standards.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Obtain acknowledgement:<\/strong> Ask the employee to sign the letter (as provided in our template) to acknowledge receipt. If they refuse to sign, note their refusal on the document with a witness signature.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Follow-up and support:<\/strong> Implement the performance improvement plan (if applicable) and schedule follow-up meetings to support and monitor the employee\u2019s progress.<\/li>\n<\/ol>\n\n\n\n<h3 class=\"wp-block-heading\">Legal considerations employers should know<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">In Canada, disciplinary actions, including written warnings, are governed by the common law principle of <strong>progressive discipline<\/strong> and by <strong>provincial employment standards legislation<\/strong> (e.g., the <a href=\"https:\/\/www.ontario.ca\/laws\/statute\/00e41\" target=\"_blank\" rel=\"noreferrer noopener\"><em>Employment Standards Act, 2000<\/em><\/a> in Ontario).<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Progressive discipline and &#8220;just cause&#8221;<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">For an employer to <a href=\"https:\/\/www.canada.ca\/en\/services\/jobs\/workplace\/federal-labour-standards\/termination.html\" target=\"_blank\" rel=\"noreferrer noopener\">dismiss an employee <strong>with just cause<\/strong><\/a> (meaning without providing notice or severance), they must typically demonstrate a long history of documented performance issues. Written warnings provide the evidence that the employee was clearly notified of the problem, given a chance to improve and failed to do so. Without this documentation, termination for cause is extremely difficult to defend.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">What to include in a written warning<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">A legally sound warning letter must include the following components to ensure fairness and compliance:<\/p>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Date and delivery method:<\/strong> The date the warning is issued and how it was delivered (in person, by email, etc.).<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Reference to the disciplinary meeting:<\/strong> Confirmation of the date the discussion was held and that the employee was given an opportunity to respond to the allegations.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Specific allegations:<\/strong> Clear, factual details of the conduct or performance issues, referencing policies or standards that were breached.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Employee\u2019s response summary:<\/strong> A brief, objective summary of the employee&#8217;s explanation or response from the meeting.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Formal decision and specific areas of concern:<\/strong> The formal decision to issue a warning and a focused list of the areas requiring immediate improvement.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Reference to previous warnings (if applicable):<\/strong> If this is a final warning, list the dates of prior formal warnings.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Clear consequence statement:<\/strong> A non-negotiable statement outlining the penalty for continued failure to improve (i.e., further disciplinary action, up to and including termination of employment).<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Acknowledgement section:<\/strong> A space for the employee to sign to confirm receipt.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Download our free written warning template<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Don&#8217;t risk legal action due to vague or incomplete documentation. Our<strong> <\/strong>written warning letter template for Canadian employers is built to include all the legally necessary components of progressive discipline.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\" style=\"margin-top:var(--wp--preset--spacing--16);margin-bottom:var(--wp--preset--spacing--16)\"><img loading=\"lazy\" decoding=\"async\" width=\"799\" height=\"592\" src=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/image-3.png\" alt=\"Written warning template preview\" class=\"wp-image-7165\" style=\"box-shadow:var(--wp--preset--shadow--natural)\" srcset=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/image-3.png 799w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/image-3-300x222.png 300w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/image-3-768x569.png 768w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/image-3-440x326.png 440w\" sizes=\"auto, (max-width: 799px) 100vw, 799px\" \/><\/figure>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-1 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"#form\">Download the Template<\/a><\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Best practices for employers<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Follow these recommendations to ensure your progressive discipline process is fair, effective and legally sound:<\/p>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Be specific and objective:<\/strong> Never use vague or subjective terms like &#8220;bad attitude.&#8221; Always link the issue to quantifiable failures (e.g., &#8220;Missed three deadlines&#8221;) or specific policy breaches.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Maintain consistency:<\/strong> Apply disciplinary acti<em>o<\/em>n consistently across all employees. Inconsistent application of rules can expose you to discrimination claims.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Focus on the future:<\/strong> The warning should be constructive. Clearly articulate the expected standard and offer any necessary support, training, or resources to help the employee meet it.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Document everything:<\/strong> Keep a copy of the written warning, all supporting evidence (e.g., attendance records, emails) and the employee&#8217;s signed acknowledgement in their personnel file.<\/li>\n\n\n\n<li style=\"padding-top:var(--wp--preset--spacing--1-5);padding-bottom:var(--wp--preset--spacing--1-5)\"><strong>Seek legal advice for termination:<\/strong> Before moving from a Final Written Warning to termination, always consult with an employment lawyer to review your documentation and ensure you have &#8220;just cause&#8221; under Canadian common law.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Moving forward after a warning<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The written warning letter is an indispensable component of responsible and legally defensible employee management. By issuing clear, documented and progressive warnings, you create a framework for employee success while protecting your business against claims of unfair dismissal.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-2 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"#form\">Download the template<\/a><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-faq eh-faq eh-faq__bg-light\"><div class=\"eh-faq__container\"><div class=\"eh-faq__header\"><h2 class=\"eh-faq__title\">Frequently asked questions<\/h2><p class=\"eh-faq__subtitle\"><\/p><\/div><div class=\"eh-faq__content\">\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1758856123319\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1758856123319\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What happens if an employee gets a written warning?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p class=\"has-paragraph-2-m-font-size\">A written warning formally documents an employee&#8217;s failure to meet standards. The employee is required to demonstrate immediate and sustained improvement in the areas specified in the letter. If they succeed, the disciplinary process ends. If they fail to improve, they are subject to further action, which often leads to a final written warning or termination.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1758856166379\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1758856166379\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">How serious is a first written warning?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p class=\"has-paragraph-2-m-font-size\">A first written warning is serious because it is the first formal, documented step toward potential job termination. While it generally doesn&#8217;t put the job immediately at risk, it clearly signals that the previous informal coaching has failed and that the employee&#8217;s performance file now contains an official disciplinary record.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1758856236932\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1758856236932\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">How long does a written warning last?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p class=\"has-paragraph-2-m-font-size\">There is no set legal expiry date, but many Canadian companies maintain a policy stating that warnings expire after a period of satisfactory performance, typically <strong>12 to 18 months<\/strong>. If a new infraction occurs after the expiry period, the employer may issue a <strong>first written warning<\/strong> again, rather than escalating immediately.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1759205785382\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1759205785382\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">Can an employee fight against a written warning?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p class=\"has-paragraph-2-m-font-size\">Yes. An employee can formally dispute the facts or fairness of the warning. This is why the formal meeting and the section in the letter summarizing their response are critical. If they are a unionized employee, they can file a grievance. Non-unionized employees may raise a <a href=\"https:\/\/employmenthero.com\/en-ca\/resources\/complaints-handling-policy\/\">formal complaint<\/a> internally or, in some cases, argue in a wrongful dismissal claim that the warnings were baseless.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1759298365138\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1759298365138\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What comes after a written warning?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p class=\"has-paragraph-2-m-font-size\">Typically, a <strong>first written warning<\/strong> is followed by a <strong>final written warning<\/strong> if the poor performance continues. A <strong>final written warning<\/strong> is then followed by termination of employment if the required improvement is not met within the specified timeframe.<\/p>\n<\/div><\/div><\/div>\n<\/div><\/div><\/div>\n<script type=\"application\/ld+json\">{\n    \"@context\": \"https:\/\/schema.org\/\",\n    \"@type\": \"FAQPage\",\n    \"mainEntity\": [\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What happens if an employee gets a written warning?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>A written warning formally documents an employee's failure to meet standards. The employee is required to demonstrate immediate and sustained improvement in the areas specified in the letter. If they succeed, the disciplinary process ends. If they fail to improve, they are subject to further action, which often leads to a final written warning or termination.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"How serious is a first written warning?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>A first written warning is serious because it is the first formal, documented step toward potential job termination. While it generally doesn't put the job immediately at risk, it clearly signals that the previous informal coaching has failed and that the employee's performance file now contains an official disciplinary record.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"How long does a written warning last?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>There is no set legal expiry date, but many Canadian companies maintain a policy stating that warnings expire after a period of satisfactory performance, typically <strong>12 to 18 months<\/strong>. If a new infraction occurs after the expiry period, the employer may issue a <strong>first written warning<\/strong> again, rather than escalating immediately.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"Can an employee fight against a written warning?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Yes. An employee can formally dispute the facts or fairness of the warning. This is why the formal meeting and the section in the letter summarizing their response are critical. If they are a unionized employee, they can file a grievance. Non-unionized employees may raise a <a href=\\\"https:\/\/employmenthero.com\/en-ca\/resources\/complaints-handling-policy\/\\\">formal complaint<\/a> internally or, in some cases, argue in a wrongful dismissal claim that the warnings were baseless.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What comes after a written warning?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Typically, a <strong>first written warning<\/strong> is followed by a <strong>final written warning<\/strong> if the poor performance continues. A <strong>final written warning<\/strong> is then followed by termination of employment if the required improvement is not met within the specified timeframe.<\/p>\"\n            }\n        }\n    ]\n}<\/script>\n\n\n<p class=\"has-neutral-500-color has-text-color has-link-color has-paragraph-4-xs-font-size wp-elements-9997f774d6cb41e20dff817d1d714ebb\"><em><em><em><em><em>The information in this template is current as at 1 September 2025, and has been prepared by 91±¬ΑΟ Pty Ltd (ABN 11 160 047 709) and its related bodies corporate (91±¬ΑΟ). The content is general information only, is provided in good faith to assist employers and their employees, and should not be relied on as professional advice. Some information is based on data supplied by third parties. While such data is believed to be accurate, it has not been independently verified and no warranties are given that it is complete, accurate, up to date or fit for the purpose for which it is required. 91±¬ΑΟ does not accept responsibility for any inaccuracy in such data and is not liable for any loss or damages arising directly or indirectly as a result of reliance on, use of or inability to use any information provided in this template. You should undertake your own research and seek professional advice before making any decisions or relying on the information in this template.<\/em><\/em><\/em><\/em><\/em><\/p>\n\n\n\n<style>\r\n.content-wrapper li > ul li {padding-bottom:0.75rem!important;}\r\n.content-wrapper li:last-child > ul li {padding-bottom:0!important;}\r\n.eh-faq__container {flex-direction:column!important;}\r\n@media screen and (min-width: 1441px) {\r\n    .eh-faq__content {\r\n       max-width: 904px!important;\r\n        min-width: 715px!important;\r\n    }\r\n}\r\n.eh-faq {padding:0px 0px 24px 0px!important;}\r\n\r\n.custom-table thead {\r\n  border: none; \/* remove border applied to the whole thead *\/\r\n}\r\n\r\n.custom-table thead th {\r\n  border: 1px solid #000 !important; \/* single border on all sides *\/\r\n  background-color: #7623d7 !important;\r\n  color: #ffffff !important;\r\n  text-align: left;\r\n  padding: 10px;\r\n}\r\n\r\n<\/style>\n<\/div>\n<\/div>\n\n\n\n<div 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now&quot;,&quot;success_handling_method&quot;:&quot;thank_you_page&quot;,&quot;redirect_url&quot;:&quot;&quot;,&quot;thank_you_message&quot;:&quot;&quot;,&quot;add_lead_linking_id&quot;:false,&quot;add_drift_campaign_id&quot;:false,&quot;drift_campaign_id&quot;:&quot;&quot;,&quot;thank_you_page_id&quot;:&quot;4617&quot;,&quot;thank_you_page_url&quot;:&quot;https:\/\/employmenthero.com\/en-ca\/thank-you\/downloadable\/?origin=written-warning-letter&amp;origin_id=6mQD63PlW51f2ZC5jkKDoIr0QumXA3vY8%2BvzEFNls7a6PlxZuhMuotoBY83n0QfY%2FS0zqyysD4S59JarZHUkOg%3D%3D&quot;,&quot;progress_indicator_type&quot;:&quot;progress-bar&quot;,&quot;enable_revenue_hero&quot;:false,&quot;revenue_hero_router_id&quot;:&quot;4668&quot;,&quot;revenue_hero_thank_you_message&quot;:&quot;Thank you for booking!&quot;}\"><\/div>\n                                <\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group social-icons-desktop is-content-justification-center is-nowrap is-layout-flex 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<path d=\"M7.78481199,8.39527139 L6.54864687,9.91484383 C5.73222439,10.9339336 4.27946967,11.1129128 3.25127068,10.3214088 C2.2300908,9.49612727 2.05361038,7.97696676 2.85719793,6.92821874 C2.87083505,6.91050619 2.88447217,6.89299959 2.89851039,6.87569896 L5.82387388,3.27984437 L5.84553284,3.25492322 C5.99915102,3.07203079 6.17924127,2.91447144 6.37938611,2.78739415 C7.23972815,2.23645131 8.34754387,2.31595185 9.12506044,2.98449782 C9.2157072,3.06235067 9.30073868,3.14700021 9.37915214,3.23782854 C9.60657122,3.50207514 9.93486491,3.6513961 10.2784001,3.64665902 C10.6175233,3.64171598 10.9377951,3.48498047 11.155588,3.21764447 L11.1696262,3.20034383 C11.5426416,2.74620216 11.5342187,2.07930388 11.1497722,1.63546021 C9.42768425,-0.367088286 6.45118155,-0.55698335 4.50107292,1.21159465 C4.32298813,1.37306725 4.15713665,1.54813319 4.00472174,1.73555674 L1.08738009,5.32173121 C-0.548874157,7.35084854 -0.312430505,10.3492133 1.62043117,12.0813364 C2.56821124,12.921447 3.80678291,13.3317192 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is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--20);padding-bottom:var(--wp--preset--spacing--20)\">\n<div class=\"wp-block-group is-content-justification-space-between is-layout-flex wp-container-core-group-is-layout-16 wp-block-group-is-layout-flex\" style=\"margin-bottom:var(--wp--preset--spacing--10)\">\n<h3 class=\"wp-block-heading\">Related Resources<\/h3>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-link-arrow is-style-link-arrow--3\"><a class=\"wp-block-button__link has-btn-brand-background-color has-background wp-element-button\" href=\"\/resources\/?topic%5B0%5D%5B0%5D=Product\">View all<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-query blog-3-col-query-loop is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"columns-3 alignfull wp-block-post-template is-layout-grid wp-container-core-post-template-is-layout-1 wp-block-post-template-is-layout-grid\"><li class=\"wp-block-post post-16754 resources type-resources status-publish has-post-thumbnail hentry resource-type-guides-and-playbooks\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-19 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/en-ca\/resources\/how-to-write-tech-job-ads\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/tech-job-template.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"How to write tech job ads in Canada that attract the right candidates\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/tech-job-template.webp 1600w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/tech-job-template-300x169.webp 300w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/tech-job-template-1024x576.webp 1024w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/tech-job-template-768x432.webp 768w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/tech-job-template-1536x864.webp 1536w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/tech-job-template-440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-3 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-18 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-17 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/11\/eye-logo.png\"><a href=\"https:\/\/employmenthero.com\/en-ca\/resources\/guides-and-playbooks\/\" rel=\"tag\">Guides and Playbooks<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/en-ca\/resources\/how-to-write-tech-job-ads\/\" target=\"_self\" >How to write tech job ads in Canada that attract the right candidates<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-2\"><p class=\"wp-block-post-excerpt__excerpt\">Published Published Hiring in tech moves fast. Strong candidates often have multiple options and they won\u2019t spend long decoding a&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/en-ca\/resources\/how-to-write-tech-job-ads\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: How to write tech job ads in Canada that attract the right candidates<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/en-ca\/resources\/how-to-write-tech-job-ads\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-16672 resources type-resources status-publish has-post-thumbnail hentry resource-type-templates\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-22 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/en-ca\/resources\/how-to-write-a-healthcare-job-ad\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/1454f0b9b26b6ce960366c459f0444ba.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"How to write healthcare job ads in Canada that attract the right candidates\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/1454f0b9b26b6ce960366c459f0444ba.webp 1600w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/1454f0b9b26b6ce960366c459f0444ba-300x169.webp 300w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/1454f0b9b26b6ce960366c459f0444ba-1024x576.webp 1024w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/1454f0b9b26b6ce960366c459f0444ba-768x432.webp 768w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/1454f0b9b26b6ce960366c459f0444ba-1536x864.webp 1536w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/1454f0b9b26b6ce960366c459f0444ba-440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-6 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-21 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-20 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/Blog-thumbnail.png\"><a href=\"https:\/\/employmenthero.com\/en-ca\/resources\/templates\/\" rel=\"tag\">Templates<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/en-ca\/resources\/how-to-write-a-healthcare-job-ad\/\" target=\"_self\" >How to write healthcare job ads in Canada that attract the right candidates<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-5\"><p class=\"wp-block-post-excerpt__excerpt\">Write healthcare job ads that attract qualified candidates in Canada. Cover pay transparency, accessibility and qualifications. Get the free template. <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/en-ca\/resources\/how-to-write-a-healthcare-job-ad\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: How to write healthcare job ads in Canada that attract the right candidates<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/en-ca\/resources\/how-to-write-a-healthcare-job-ad\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-16693 resources type-resources status-publish has-post-thumbnail hentry resource-type-templates\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-25 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/en-ca\/resources\/how-to-write-a-retail-job-ad\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/Retail-Job-Ad-template.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"How to write retail job ads in Canada that attract the right candidates\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/Retail-Job-Ad-template.webp 1600w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/Retail-Job-Ad-template-300x169.webp 300w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/Retail-Job-Ad-template-1024x576.webp 1024w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/Retail-Job-Ad-template-768x432.webp 768w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/Retail-Job-Ad-template-1536x864.webp 1536w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/05\/Retail-Job-Ad-template-440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-9 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-24 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-23 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/Blog-thumbnail.png\"><a href=\"https:\/\/employmenthero.com\/en-ca\/resources\/templates\/\" rel=\"tag\">Templates<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/en-ca\/resources\/how-to-write-a-retail-job-ad\/\" target=\"_self\" >How to write retail job ads in Canada that attract the right candidates<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-8\"><p class=\"wp-block-post-excerpt__excerpt\">Top retail candidates move fast. Learn how to write a retail job ad that&#8217;s clear, compliant and compelling for Canadian&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/en-ca\/resources\/how-to-write-a-retail-job-ad\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: How to write retail job ads in Canada that attract the right candidates<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/en-ca\/resources\/how-to-write-a-retail-job-ad\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><\/ul><\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Need to issue a written warning? Stay compliant and professional with our expert guide and free warning letter template.<\/p>\n","protected":false},"featured_media":7163,"menu_order":0,"template":"","meta":{"inline_featured_image":false,"_lite_auth_enabled":false,"_lite_auth_trigger_method":"scroll","_lite_auth_scroll_percent":25,"_lite_auth_click_element_query":"","exclude_from_algolia":false,"reading_time":"6 min read","display_reading_time":false,"registration_open_datetime":"","registration_close_datetime":"","event_start_datetime":"","event_end_datetime":"","time_zone":"","location":"","link_video":"","video_type":"","file_video":"","download_content_type":"file","download_file":"7164","download_url":"","download_cta_label":"","footnotes":""},"resource-type":[255],"topic":[260,92],"industry":[],"search-tags":[],"audience":[],"business-size":[],"product-tag":[],"funnel-stage":[],"region":[],"pain-point":[],"persona":[],"post_features":[],"class_list":["post-7155","resources","type-resources","status-publish","has-post-thumbnail","hentry","resource-type-policies","topic-compliance-legal","topic-hr"],"_links":{"self":[{"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/resources\/7155","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/resources"}],"about":[{"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/types\/resources"}],"version-history":[{"count":9,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/resources\/7155\/revisions"}],"predecessor-version":[{"id":8233,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/resources\/7155\/revisions\/8233"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/media\/7163"}],"wp:attachment":[{"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/media?parent=7155"}],"wp:term":[{"taxonomy":"resource-type","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/resource-type?post=7155"},{"taxonomy":"topic","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/topic?post=7155"},{"taxonomy":"industry","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/industry?post=7155"},{"taxonomy":"search-tags","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/search-tags?post=7155"},{"taxonomy":"audience","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/audience?post=7155"},{"taxonomy":"business-size","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/business-size?post=7155"},{"taxonomy":"product-tag","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/product-tag?post=7155"},{"taxonomy":"funnel-stage","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/funnel-stage?post=7155"},{"taxonomy":"region","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/region?post=7155"},{"taxonomy":"pain-point","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/pain-point?post=7155"},{"taxonomy":"persona","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/persona?post=7155"},{"taxonomy":"post_features","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/post_features?post=7155"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}