{"id":1748,"date":"2020-10-05T00:00:00","date_gmt":"2020-10-04T14:00:00","guid":{"rendered":"https:\/\/employmenthero.com\/uk\/blog\/warning-procedures\/"},"modified":"2025-09-07T07:40:11","modified_gmt":"2025-09-07T07:40:11","slug":"warning-procedures","status":"publish","type":"post","link":"https:\/\/employmenthero.com\/uk\/blog\/warning-procedures\/","title":{"rendered":"Formal warning and disciplinary procedure for employees"},"content":{"rendered":"\n<div class=\"wp-block-group alignfull blog-template-header has-neutral-100-background-color has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-bottom:var(--wp--preset--spacing--16)\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\"><div style=\"--bb--crumb-gap:.4em;\" class=\"blog-template-breadcrumb wp-block-employmentherocom2025-breadcrumb-block\"><nav role=\"navigation\" aria-label=\"Breadcrumbs\" 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<\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-content-justification-left is-layout-constrained wp-container-core-group-is-layout-5 wp-block-group-is-layout-constrained\"><h1 class=\"blog-template-title wp-block-post-title\">Formal warning and disciplinary procedure for employees<\/h1><\/div>\n\n\n\n<p class=\"blog-template-sub-title\" style=\"padding-top:var(--wp--preset--spacing--9);padding-bottom:var(--wp--preset--spacing--9);line-height:1.5\">\n    What happens when employees are starting to underperform? Here are a few ways to keep your business compliant and teams on track.\n<\/p>\n\n\n\n<div class=\"wp-block-group blog-template-meta-row is-layout-flex wp-container-core-group-is-layout-8 wp-block-group-is-layout-flex\">\n<div class=\"wp-block-query wp-block-hosts-query has-global-padding is-content-justification-left is-layout-constrained wp-container-core-query-is-layout-1 wp-block-query-is-layout-constrained\"><ul data-wp-interactive=\"eh-hosts\" class=\"wp-block-post-template is-layout-flow wp-container-core-post-template-is-layout-1 wp-block-post-template-is-layout-flow\"><li data-host-index=\"0\" data-wp-on--click=\"actions.openDetail\" class=\"wp-block-post post-1620 hosts type-hosts status-publish has-post-thumbnail hentry\">\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-7 wp-block-group-is-layout-flex\"><figure style=\"width:52px;height:52px;\" class=\"wp-block-post-featured-image\"><img loading=\"lazy\" decoding=\"async\" width=\"120\" height=\"120\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2021\/07\/EH_Favicon-120x120.png\" class=\"attachment-host_thumbnail size-host_thumbnail wp-post-image\" alt=\"\" style=\"border-radius:60px;height:52px;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2021\/07\/EH_Favicon-120x120.png 120w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2021\/07\/EH_Favicon-150x150.png 150w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2021\/07\/EH_Favicon.png 239w\" sizes=\"auto, (max-width: 120px) 100vw, 120px\" \/><\/figure>\n\n\n<div class=\"wp-block-group has-sm-font-size is-vertical is-content-justification-center is-layout-flex wp-container-core-group-is-layout-6 wp-block-group-is-layout-flex\"><h6 style=\"line-height:1.3; border-right-width:1px;border-right-color:var(--wp--preset--color--black); padding-right:var(--wp--preset--spacing--2);\" class=\"has-text-align-center has-link-color wp-elements-1e20e747939e3458765ab321928f59b7 wp-block-post-title has-text-color has-violet-500-color has-sm-font-size\">The Team<\/h6><\/div>\n<\/div>\n\n<\/li><\/ul><\/div>\n\n\n\n<p class=\"has-text-align-center has-sm-font-size\" style=\"border-left-style:none;border-left-width:0px;padding-left:0\">Published<\/p>\n\n\n<div class=\"wp-block-post-date has-sm-font-size\"><time datetime=\"2020-10-05T00:00:00+00:00\">Oct 5, 2020<\/time><\/div>\n\n\n<p class=\"has-text-align-center has-sm-font-size\" style=\"border-left-color:var(--wp--preset--color--neutral-700);border-left-width:1px;padding-left:var(--wp--preset--spacing--2)\">Updated<\/p>\n\n\n<div class=\"wp-block-post-date__modified-date wp-block-post-date has-sm-font-size\"><time datetime=\"2025-09-07T07:40:11+00:00\">Sep 7, 2025<\/time><\/div>\n\n\n<p class=\"has-sm-font-size\" style=\"border-left-color:var(--wp--preset--color--neutral-700);border-left-width:1px;padding-left:var(--wp--preset--spacing--2)\">13 mins read<\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull blog-image-container has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<figure class=\"wp-block-image aligncenter size-large is-resized blog-template-image\"><img decoding=\"async\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/5\/2021\/09\/EmploymentHero_official_warning_26-05-202113027-274.jpg\" alt=\"Image\" style=\"object-fit:cover;width:864px;height:561px\"\/><\/figure>\n<\/div>\n\n\n\n<div style=\"height:66px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-container-core-group-is-layout-14 wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-columns 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\" id=\"content-wrapper\">\n<div class=\"content-single-table-content\"><\/div>\n\n\n\n<div class=\"wp-block-group content_single content_single--blog content-single-content-wysiwyg wysiwyg content-wrapper has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-bottom:var(--wp--preset--spacing--4)\">\n<span style=\"font-weight: 400;\">Every business wants to be as productive and efficient as possible, and a large part of that involves having <\/span><a href=\"https:\/\/employmenthero.com\/uk\/blog\/employee-engagement-trends\/\"><span style=\"font-weight: 400;\">employees who are engaged<\/span><\/a><span style=\"font-weight: 400;\"> and performing to a high standard. But what happens when you\u2019re in a position where an employee is not meeting their duties or is actively being disruptive in the workplace?<\/span>\n<span style=\"font-weight: 400;\">This is where disciplinary processes come into play. As a small business owner or HR professional, it\u2019s important to make sure you understand disciplinary actions and have outlined processes in place.\u00a0<\/span>\n<span style=\"font-weight: 400;\">If you\u2019re not sure where to start when writing a warning letter to an employee, keep reading as we break down warning and disciplinary procedures and give you a step-by-step guide to writing a formal warning letter.\u00a0<\/span>\n<b><i>Disclaimer:<\/i><\/b><i><span style=\"font-weight: 400;\"> This blog post does not constitute formal legal advice. This is intended as general information only. For formal legal advice, you must consult a lawyer. Employees should refer to their employment agreement or contact their employer for more information. Employers should also check any relevant industrial instruments or awards that apply to their employees and business.<\/span><\/i>\n<h2 id=\"what-happens-when-employees-start-to-underperform\">What happens when employees start to underperform?<\/h2>\n<span style=\"font-weight: 400;\">Poor-performing employees can have a negative effect on a business, for example:<\/span>\n<ul>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Unhappy customers or clients<\/span><\/li>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Decreased productivity<\/span><\/li>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">High turnover<\/span><\/li>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Unmotivated and underperforming employees.<\/span><\/li>\n<\/ul>\n<span style=\"font-weight: 400;\">Looking at the above, it\u2019s easy to see why a business may need to address poor performance with a formal warning procedure. <\/span>\n<h2 id=\"what-is-a-formal-disciplinary-procedure\"><span style=\"font-weight: 400;\">What is a formal disciplinary procedure?<\/span><\/h2>\n<span style=\"font-weight: 400;\">A disciplinary process designed to deal with employee misconduct. All businesses should have a <\/span><a href=\"https:\/\/employmenthero.com\/uk\/blog\/what-is-a-workplace-policy\/\"><span style=\"font-weight: 400;\">workplace policy<\/span><\/a><span style=\"font-weight: 400;\"> in place that can be followed if necessary. It is recommended that small business owners or HR professionals outline this process in the employee handbook.\u00a0<\/span>\n<span style=\"font-weight: 400;\">There are different options for dealing with employee misconduct, and the way it is handled will depend on the severity of the transgression.\u00a0<\/span>\n<span style=\"font-weight: 400;\">The purpose of a disciplinary procedure is to ensure that employees reach the standards expected of them, both in terms of their behaviour and performance. <\/span>\n<h2 id=\"why-do-businesses-need-a-formal-disciplinary-process\"><span style=\"font-weight: 400;\">Why do businesses need a formal disciplinary process?<\/span><\/h2>\n<span style=\"font-weight: 400;\">The purpose of having a disciplinary process in place is to regulate <\/span><a href=\"https:\/\/employmenthero.com\/uk\/blog\/what-is-an-employee-code-of-conduct\/\"><span style=\"font-weight: 400;\">standards of conduct<\/span><\/a><span style=\"font-weight: 400;\"> in the workplace and to provide mechanisms to correct unacceptable behaviour. There are several reasons as to why this is important: <\/span>\n<h3 id=\"ensure-fair-treatment\"><span style=\"font-weight: 400;\">Ensure fair treatment<\/span><\/h3>\n<span style=\"font-weight: 400;\">It is essential to make sure that there is no unfair treatment in the workplace. Having guidelines in place prevents preferential treatment, and ensures that all employees are treated equally and based on their behaviour. <\/span>\n<h3 id=\"provide-opportunities-to-improve\"><span style=\"font-weight: 400;\">Provide opportunities to improve<\/span><\/h3>\n<span style=\"font-weight: 400;\">Written warning procedures are one part of an entire disciplinary process. The goal is often to let an employee know that they need to improve their performance and give them an opportunity to do so. <\/span>\n<h3 id=\"communicate-expectations\"><span style=\"font-weight: 400;\">Communicate expectations<\/span><\/h3>\n<span style=\"font-weight: 400;\">Disciplinary actions also give employers the opportunity to clearly communicate their expectations. An employee warning letter outlines what will happen if no positive changes are made. <\/span>\n<h3 id=\"protect-the-business\"><span style=\"font-weight: 400;\">Protect the business<\/span><\/h3>\n<span style=\"font-weight: 400;\">The goal is always to help an employee change their behaviour for the better, so they can continue working for the company. However, this is not always possible. In situations where an employee is dismissed, having an audit trail detailing the process you have taken prior to dismissal protects your business in the event a disgruntled former employee makes an unfair dismissal claim.\u00a0<\/span>\n<span style=\"font-weight: 400;\">Although disciplinary actions sound severe, they can be actioned for a couple of different reasons, such as underperformance and misconduct. <\/span>\n<h3 id=\"employee-performance-issues\"><span style=\"font-weight: 400;\">Employee performance issues<\/span><\/h3>\n<span style=\"font-weight: 400;\">Employee performance issues include:<\/span>\n<ul>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Not carrying out their work to the required standard or not doing their job at all<\/span><\/li>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Not following workplace policies or rules\u00a0<\/span><\/li>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Disruptive or negative behaviour at work, eg. <\/span><a href=\"https:\/\/employmenthero.com\/uk\/resources\/manage-toxic-staff-guide\/\"><span style=\"font-weight: 400;\">toxic behaviour<\/span><\/a><\/li>\n<\/ul>\n<span style=\"font-weight: 400;\">All of these types of employee behaviour could warrant a formal written warning procedure to take place.\u00a0<\/span>\n<span style=\"font-weight: 400;\"><strong>Pro tip:<\/strong> To prevent underperformance from happening in the first place, you want to make sure you\u2019re running regular performance reviews to make sure <\/span><a href=\"https:\/\/employmenthero.com\/uk\/blog\/communication-in-the-workplace\/\"><span style=\"font-weight: 400;\">communication is always open<\/span><\/a><span style=\"font-weight: 400;\"> between you and your employees.<\/span>\n<h3 id=\"employee-misconduct\"><span style=\"font-weight: 400;\">Employee misconduct<\/span><\/h3>\n<span style=\"font-weight: 400;\">Serious misconduct is when an employee:<\/span>\n<ul>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Causes serious and imminent <\/span><a href=\"https:\/\/employmenthero.com\/uk\/resources\/whs-policy-template\/\"><span style=\"font-weight: 400;\">risk to the health and safety<\/span><\/a><span style=\"font-weight: 400;\"> of another person or to the reputation or profits of their employer\u2019s business\u00a0<\/span><\/li>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Unacceptable behaviour at work, eg. harassment or bullying<\/span><\/li>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Deliberately behaves in a way that\u2019s inconsistent with continuing their employment.<\/span><\/li>\n<\/ul>\n<span style=\"font-weight: 400;\">Examples of serious misconduct can include anything from theft, fraud, assault or <\/span><a href=\"https:\/\/employmenthero.com\/uk\/resources\/drug-alcohol-policy-template\/\"><span style=\"font-weight: 400;\">drugs and alcohol in the workplace<\/span><\/a><span style=\"font-weight: 400;\">.<\/span>\n<h2 id=\"formal-disciplinary-process-for-employees\"><span style=\"font-weight: 400;\">Formal disciplinary process for employees<\/span><\/h2>\n<span style=\"font-weight: 400;\">If an employee is not meetin<\/span><span style=\"font-weight: 400;\">g the <\/span><a href=\"https:\/\/employmenthero.com\/uk\/blog\/what-is-an-employee-code-of-conduct\/\"><span style=\"font-weight: 400;\">required standard of performance<\/span><\/a><span style=\"font-weight: 400;\"> or i<\/span><span style=\"font-weight: 400;\">s displaying signs of misconduct, business owners, managers or HR professionals may have no choice but to take disciplinary action.\u00a0<\/span>\n<span style=\"font-weight: 400;\">It\u2019s important to try to resolve any issues informally first, and if there is no improvement, more formal actions will need to be taken. <\/span>\n<h3 id=\"step-1-informal-verbal-warning\"><span style=\"font-weight: 400;\">Step 1: Informal verbal warning<\/span><\/h3>\n<span style=\"font-weight: 400;\">The first step in any formal warning procedure is to try and resolve the issue informally. The best way of doing this is through verbal caution.\u00a0<\/span>\n<span style=\"font-weight: 400;\">Verbal warnings to employees can be used to advise a member of staff that they aren\u2019t meeting the expectations of their role.<\/span>\n<span style=\"font-weight: 400;\">While this isn\u2019t a formal written warning procedure, you do need to detail the specific areas of underperformance and provide tangible examples for improvement.<\/span>\n<span style=\"font-weight: 400;\">Performance issues should be flagged during regular <\/span><a href=\"https:\/\/employmenthero.com\/uk\/blog\/what-are-1-1s\/\"><span style=\"font-weight: 400;\">one-on-one meetings<\/span><\/a><span style=\"font-weight: 400;\">, and written warning procedures should happen after other avenues have been pursued.<\/span>\n<span style=\"font-weight: 400;\">After you have explained your concerns to an employee and provided them with strategies on how to improve performance, regular follow-up meetings should be held. These can be used as an opportunity to talk about progress.<\/span>\n<span style=\"font-weight: 400;\">Regular catchups are also a chance to see if further help or support is needed, or to gain a deeper understanding about why an employee is underperforming. Where performance has improved, you should make sure to recognise this. If verbal cautions don\u2019t garner any changes, you may want to move on to Step 2.<\/span>\n<span style=\"font-weight: 400;\"><strong>Top Tip:<\/strong> Keep a note or email your employee following any verbal discussions you have about their performance. Doing this will make sure everything is clear. It also ensures that you have a written record of the topics that were discussed for future reference. It also provides an audit trail if an unfair dismissal claim arises in the future. <\/span>\n<h3 id=\"step-2-formal-employee-written-warning-procedure\"><span style=\"font-weight: 400;\">Step 2: Formal employee written warning procedure<\/span><\/h3>\n<span style=\"font-weight: 400;\">A formal written warning procedure is a file that will sit on an employee\u2019s record for future reference that outlines performance concerns and an action plan of what the employee needs to do to improve. Issuing an employee warning letter should come as no surprise to the employee, as it is not the first time you are discussing their performance.\u00a0<\/span>\n<span style=\"font-weight: 400;\">When you issue a formal employee warning letter, make sure you reference any verbal conversation that has previously been issued, along with the dates that they were issued.<\/span>\n<span style=\"font-weight: 400;\">In formal employee written warnings, you should also:<\/span>\n<ul>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Specify details of the areas where your employees were, and still are, underperforming, and provide examples\u00a0<\/span><\/li>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Create an action plan and communicate dates to check in with your employee<\/span><\/li>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Make sure it\u2019s 100% clear that another letter could be issued or any other consequences (e.g. termination) if the employee does not meet your expectations<\/span><\/li>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Reassure your employee that the caution is completely confidential<\/span><\/li>\n<\/ul>\n<span style=\"font-weight: 400;\">Once the first written warning has been provided, we advise setting up another face-to-face meeting with your employee to discuss the letter in person.<\/span>\n<span style=\"font-weight: 400;\">Tips for writing a caution letter:<\/span>\n<ul>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Outline the issues in your <\/span><a href=\"https:\/\/employmenthero.com\/uk\/blog\/how-to-measure-employee-performance\/\"><span style=\"font-weight: 400;\">employees\u2019 performance<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Identify the changes you would like your employee to make, and the timeframe you would like to see improvement in.\u00a0<\/span><\/li>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Be clear about the repercussions if adequate changes are not demonstrated within the assigned timeframe.<\/span><\/li>\n<\/ul>\n<a href=\"https:\/\/employmenthero.com\/uk\/\"><span style=\"font-weight: 400;\">91±¬ΑΟ<\/span><\/a><span style=\"font-weight: 400;\"> offers templates for formal written warning letters that are constantly reviewed by our Employment Specialists to help you get started.<\/span>\n<span style=\"font-weight: 400;\">These templates also facilitate a paperless performance management experience where you can send the letter immediately after your meeting.<\/span>\n<span style=\"font-weight: 400;\">This ensures your team member understands the areas for improvement with timelines and measures for delivery. Moreover, it\u2019s added to their employee file for both your reference and their reference.<\/span>\n<span style=\"font-size: 2.25rem; letter-spacing: -0.0125rem;\">Step 3: After the final written warning<\/span>\n<span style=\"font-weight: 400;\">After issuing a written warning procedure, it is important to give the employee time to implement the relevant changes. In many cases, behaviour will improve and no further actions will be necessary.\u00a0<\/span>\n<span style=\"font-weight: 400;\">However, in some circumstances, underperformance may continue. If this is the case, employers have the right to act out the consequences previously outlined to the employee. <\/span>\n<h3 id=\"step-4-employee-termination\"><span style=\"font-weight: 400;\">Step 4: Employee termination<\/span><\/h3>\n<span style=\"font-weight: 400;\">Termination should only be considered as a final resort. You can see on the Fair Work website that;<\/span>\n<span style=\"font-weight: 400;\">If an employee is terminated, the employer needs to make sure of the following for the employee in question:<\/span>\n<ul>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">isn\u2019t being <\/span><a href=\"https:\/\/www.fairwork.gov.au\/ending-employment\/unfair-dismissal\"><span style=\"font-weight: 400;\">unfairly dismissed<\/span><\/a><\/li>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">is given the right <\/span><a href=\"https:\/\/www.fairwork.gov.au\/ending-employment\/notice-and-final-pay\/dismissal-and-notice\"><span style=\"font-weight: 400;\">notice of termination<\/span><\/a><\/li>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">is given the right <\/span><a href=\"https:\/\/www.fairwork.gov.au\/ending-employment\/notice-and-final-pay\/final-pay\"><span style=\"font-weight: 400;\">final pay<\/span><\/a><\/li>\n<\/ul>\n<span style=\"font-weight: 400;\">The employer may also think about getting independent advice from an employer association or lawyer if necessary.<\/span>\n<h2 id=\"simplify-formal-warning-procedures-with-employment-hero\">Simplify formal warning procedures with 91±¬ΑΟ<\/h2>\n<span style=\"font-weight: 400;\">Misconduct in the workplace can come in many forms, from lateness and absenteeism all the way to more serious issues like harassment.<\/span>\n<span style=\"font-weight: 400;\">It\u2019s important that as an employer you take a formal and structured approach when dealing with employee misconduct. By doing this, you\u2019re providing a clear message to your employees that unacceptable behaviour won\u2019t be tolerated in the workplace.<\/span>\n<a href=\"https:\/\/employmenthero.com\/uk\/\"><span style=\"font-weight: 400;\">91±¬ΑΟ<\/span><\/a><span style=\"font-weight: 400;\"> can take the stress out of formal warning procedures with a comprehensive\u00a0<\/span>\n<span style=\"font-weight: 400;\">For more information on employee termination, check out our quick and helpful guide to a <\/span><a href=\"https:\/\/employmenthero.com\/uk\/resources\/discipline-termination-policy\/\"><span style=\"font-weight: 400;\">company discipline and termination policy.<\/span><\/a>\n<\/div>\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\" data-trigger-modal=\"request-a-demo-modal\"><a class=\"wp-block-button__link wp-element-button\">Learn 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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-2 wp-block-post-template-is-layout-grid\"><li class=\"wp-block-post post-50792 post type-post status-publish format-standard has-post-thumbnail hentry category-uncategorized tag-in-depth-analysis resource-type-blog\">\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-18 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\/uk\/blog\/employment-rights-act-fire-and-rehire\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Fire-and-Rehire-Restrictions-Under-the-Employment-Rights-Act-A-UK-Employers-Guide-.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Fire and Rehire Restrictions Under the Employment Rights Act: A UK Employer&#8217;s Guide\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Fire-and-Rehire-Restrictions-Under-the-Employment-Rights-Act-A-UK-Employers-Guide-.webp 1600w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Fire-and-Rehire-Restrictions-Under-the-Employment-Rights-Act-A-UK-Employers-Guide--300x169.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Fire-and-Rehire-Restrictions-Under-the-Employment-Rights-Act-A-UK-Employers-Guide--1024x576.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Fire-and-Rehire-Restrictions-Under-the-Employment-Rights-Act-A-UK-Employers-Guide--768x432.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Fire-and-Rehire-Restrictions-Under-the-Employment-Rights-Act-A-UK-Employers-Guide--1536x864.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Fire-and-Rehire-Restrictions-Under-the-Employment-Rights-Act-A-UK-Employers-Guide--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-17 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-16 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\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/blog\/\" rel=\"tag\">Blogs<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/employment-rights-act-fire-and-rehire\/\" target=\"_self\" >Fire and Rehire Restrictions Under the Employment Rights Act: A UK Employer&#8217;s Guide<\/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\">The Employment Rights Act 2025 fundamentally restricts fire and rehire in the UK. Understand what&#8217;s changing, when it takes effect&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\/uk\/blog\/employment-rights-act-fire-and-rehire\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Fire and Rehire Restrictions Under the Employment Rights Act: A UK Employer&#8217;s Guide<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/blog\/employment-rights-act-fire-and-rehire\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-50755 post type-post status-publish format-standard has-post-thumbnail hentry category-uncategorized tag-employment-rights-act tag-in-depth-analysis resource-type-blog\">\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-21 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\/uk\/blog\/fair-work-agency-hmrc-employers-guide\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/The-Fair-Work-Agency-vs-HMRC-Whats-Different-For-Employers.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"The Fair Work Agency vs HMRC: What&#8217;s Different For Employers\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/The-Fair-Work-Agency-vs-HMRC-Whats-Different-For-Employers.webp 1600w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/The-Fair-Work-Agency-vs-HMRC-Whats-Different-For-Employers-300x169.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/The-Fair-Work-Agency-vs-HMRC-Whats-Different-For-Employers-1024x576.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/The-Fair-Work-Agency-vs-HMRC-Whats-Different-For-Employers-768x432.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/The-Fair-Work-Agency-vs-HMRC-Whats-Different-For-Employers-1536x864.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/The-Fair-Work-Agency-vs-HMRC-Whats-Different-For-Employers-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-20 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-19 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\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/blog\/\" rel=\"tag\">Blogs<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/fair-work-agency-hmrc-employers-guide\/\" target=\"_self\" >The Fair Work Agency vs HMRC: What&#8217;s Different For Employers<\/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\">The Fair Work Agency has replaced HMRC for employment rights. Understand the split, what&#8217;s changed for holiday pay and SSP,&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\/uk\/blog\/fair-work-agency-hmrc-employers-guide\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: The Fair Work Agency vs HMRC: What&#8217;s Different For Employers<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/blog\/fair-work-agency-hmrc-employers-guide\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-50767 post type-post status-publish format-standard has-post-thumbnail hentry category-uncategorized tag-employment-rights-act tag-in-depth-analysis resource-type-blog\">\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-24 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\/uk\/blog\/collective-redundancy-changes-employment-rights-act-2025\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Collective-Redundancy-and-the-Employment-Rights-Act-What-Changes-for-UK-Employers.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Collective Redundancy and the Employment Rights Act: What Changes for UK Employers\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Collective-Redundancy-and-the-Employment-Rights-Act-What-Changes-for-UK-Employers.webp 1600w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Collective-Redundancy-and-the-Employment-Rights-Act-What-Changes-for-UK-Employers-300x169.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Collective-Redundancy-and-the-Employment-Rights-Act-What-Changes-for-UK-Employers-1024x576.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Collective-Redundancy-and-the-Employment-Rights-Act-What-Changes-for-UK-Employers-768x432.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Collective-Redundancy-and-the-Employment-Rights-Act-What-Changes-for-UK-Employers-1536x864.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/05\/Collective-Redundancy-and-the-Employment-Rights-Act-What-Changes-for-UK-Employers-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-23 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-22 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\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/blog\/\" rel=\"tag\">Blogs<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/collective-redundancy-changes-employment-rights-act-2025\/\" target=\"_self\" >Collective Redundancy and the Employment Rights Act: What Changes for UK Employers<\/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\">The Employment Rights Act 2025 has doubled the penalty for missed collective consultation. Find out what&#8217;s changed, what&#8217;s coming and&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\/uk\/blog\/collective-redundancy-changes-employment-rights-act-2025\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Collective Redundancy and the Employment Rights Act: What Changes for UK Employers<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/blog\/collective-redundancy-changes-employment-rights-act-2025\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><\/ul><\/div>\n<\/div>\n<\/div>\n\n\n\n<style>\n.eh_marketo_form .mktoCheckboxList label {\n    line-height: 0.95rem !important;\n}\n.top-sticky-form .eh_marketo_form-container .eh_marketo_form_step_0 .mktoFieldDescriptor.mktoFormCol {\n    height: 4.5rem;\n}\n.top-sticky-form .eh_marketo_form-container .eh_marketo_form_step_0 .mktoFormRow:nth-last-of-type(-n+3) .mktoFieldDescriptor.mktoFormCol {\n    height: auto !important;\n}\n<\/style>\n","protected":false},"excerpt":{"rendered":"<p>What to do when teams underperform? A guide to keep your business compliant and teams productive.<\/p>\n","protected":false},"author":5,"featured_media":31891,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","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,"download_content_type":"file","download_file":"689","download_url":"","download_cta_label":"","footnotes":""},"categories":[1],"tags":[],"resource-type":[157],"topic":[110],"industry":[65,57,55,66,72,35,76,77,58,43,67,46,69,40,59,73,70,45,54,47,49,51,68,50,64,44,42,53,48,74,75,56,71],"audience":[],"business-size":[],"product-tag":[],"funnel-stage":[],"region":[],"pain-point":[],"persona":[],"post_features":[],"class_list":["post-1748","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized","resource-type-blog","topic-people-and-culture","industry-agriculture","industry-automotive","industry-business-consulting","industry-childcare","industry-colleges-and-sporting-clubs","industry-construction","industry-consumer-services","industry-early-education","industry-ecommerce","industry-education","industry-entertainment","industry-finance","industry-financial-services","industry-franchises","industry-health-and-fitness","industry-health-services","industry-healthcare","industry-hospitality","industry-it-and-technology","industry-legal","industry-logistics-manufacturing","industry-media-communications","industry-not-for-profit","industry-public-relations","industry-real-estate","industry-real-estate-and-strata-management","industry-recruitment","industry-retail","industry-stem","industry-technology","industry-utilities-public-services","industry-veterinary-services","industry-youth-services"],"_links":{"self":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/posts\/1748","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/users\/5"}],"replies":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/comments?post=1748"}],"version-history":[{"count":3,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/posts\/1748\/revisions"}],"predecessor-version":[{"id":41978,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/posts\/1748\/revisions\/41978"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/media\/31891"}],"wp:attachment":[{"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/media?parent=1748"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/categories?post=1748"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/tags?post=1748"},{"taxonomy":"resource-type","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/resource-type?post=1748"},{"taxonomy":"topic","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/topic?post=1748"},{"taxonomy":"industry","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/industry?post=1748"},{"taxonomy":"audience","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/audience?post=1748"},{"taxonomy":"business-size","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/business-size?post=1748"},{"taxonomy":"product-tag","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/product-tag?post=1748"},{"taxonomy":"funnel-stage","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/funnel-stage?post=1748"},{"taxonomy":"region","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/region?post=1748"},{"taxonomy":"pain-point","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/pain-point?post=1748"},{"taxonomy":"persona","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/persona?post=1748"},{"taxonomy":"post_features","embeddable":true,"href":"https:\/\/employmenthero.com\/uk\/wp-json\/wp\/v2\/post_features?post=1748"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}