When an employer gives a verbal warning to an employee after a disciplinary does this also need to be communicated to the employee in writing or only recorded for the organisation’s own purposes? Is it procedurally correct if an employee continues to be disciplined to give a verbal warning, then first written warning, followed by second written warning and then dismissal?

If an employee’s behaviour, attendance or performance does not meet acceptable standards or if an employee commits an act of minor misconduct, a formal verbal warning may be issued. The verbal warning should refer to the specific aspect of behaviour, attendance, performance or conduct that is below standard, together with the improvement required and the time scale for improvement. The employee should be informed that they are being given a formal verbal warning, but there is no requirement to communicate the verbal warning in writing also. 

However, the fact the warning has been issued should be recorded on the employee’s personnel file and the prudent period for retaining this record