18/05/2026
Progressive Discipline: Dismissal Should Rarely Be the Starting Point
Discipline in the workplace is intended to correct behaviour β not simply to punish employees.
This is why progressive discipline remains an important principle in labour law. Except in cases of serious misconduct, dismissal should generally be a last resort rather than a first response.
Progressive discipline recognises that:
β’ employees should be given an opportunity to improve;
β’ corrective measures may resolve misconduct without termination;
β’ workplace fairness requires proportional responses; and
β’ long-term employment relationships should not be ended lightly.
In practice, progressive discipline often involves:
β’ counselling or informal correction;
β’ verbal warnings;
β’ written warnings;
β’ final written warnings; and ultimately
β’ dismissal where misconduct persists.
However, progressive discipline is not a rigid formula.
There are circumstances where dismissal for a first offence may be justified, particularly where:
β’ the misconduct is grossly serious;
β’ dishonesty is involved;
β’ the trust relationship has broken down;
β’ safety is endangered; or
β’ continued employment becomes intolerable.
At the same time, employers act unfairly where:
β’ warnings are issued mechanically without genuine correction;
β’ discipline escalates disproportionately;
β’ employees are not informed of required standards; or
β’ dismissal occurs where lesser corrective measures could reasonably have succeeded.
Chairpersons must therefore assess not only whether misconduct occurred, but whether dismissal was an appropriate and proportionate response in the circumstances.
Fair discipline is not about punishment for its own sake β it is about balancing accountability, correction, and the preservation of fair employment relationships.
