The most common tool utilised to combat employee disciplinary issues is the use of official warnings. This tool is appropriately utilised in addressing an employee’s unsatisfactory conduct and or performance that is not serious enough to justify dismissal.

Official warnings are also most commonly utilised as a stepping stone towards eventual termination of employment, provided the unsatisfactory issues are made clear and the employee had been given the opportunity to improve and potentially avoid termination.

Apart of the court and tribunal decision making process is the consideration of whether a termination/dismissal was unfair, unjust and unreasonable. Sufficient warning will assist in the decision of a dismissal being upheld as fair, just and reasonable.

The often quoted 'three-strikes policy' is not a legal requirement. Each case differs and hence what is deemed sufficient and or reasonable warning is calculated on the merits of the case.