Sometimes problems arise in employment relationships. Therefore, it is important that your workers are informed about the disciplinary procedures.

You are required to have a written disciplinary procedure that as a minimum includes:

  1. Disciplinary hearing

  2. Decision

  3. Appeal or revision

  4. Final decision

It is important that you explain the disciplinary procedure to your workers and that any deductions from wages as a disciplinary measure is prohibited. 

You must keep records of any disciplinary action taken and securely store them for at least 24 months. 


  • Use the 'Disciplinary Procedure Exemplar' resource that aligns with GRASP and NZ employment law. 

  • Add the 'Disciplinary Procedure' to worker induction and training records

  • Add the 'Disciplinary Procedure' as an attachment to employment agreements