This is a practical decision-making tool that helps you determine the right disciplinary outcome based on the strength of evidence, severity of the issue, and overall context. It takes the guesswork out of one of the highest-risk parts of any disciplinary process — deciding what action to take. Whether you’re considering no action, a warning, or dismissal, this matrix gives you a clear, structured way to assess the situation and choose an outcome that is fair, consistent, compliant, and defensible. This tool also guides you on what each outcome means in practice, what level of evidence is required for each outcome, and how to communicate your decision clearly — helping you avoid overly harsh, inconsistent, or poorly justified decisions. Who is this for? Founders and CEOs making disciplinary decisions without HR support Managers unsure what outcome is appropriate SME owners with limited HR experience HR professionals who want a consistent and structured approach What does it cover? Clear breakdown of all possible outcomes (from no action to dismissal) Guidance on what “good enough evidence” looks like Real-life examples to anchor your judgement Recommended manager actions for each outcome How to communicate decisions clearly in writing Built-in decision quality checks to validate your thinking When is it used? After a disciplinary hearing has taken place When reviewing evidence and deciding on the outcome When you’re unsure whether the situation warrants a warning or dismissal Before issuing a formal outcome letter Word document (docx) | 2 pages
