Imagine this:

Lucinda, a top-performing employee, is accused of leaving her till unattended at a retail company. She’s suspended immediately and called to a disciplinary hearing she wasn’t prepared for. Evidence isn’t reviewed, witnesses aren’t interviewed, and the hearing is overseen by a manager who’s already had disagreements with her.

The result? Lucinda is dismissed.

Later, the CCMA rules the dismissal unfair, both procedurally and substantively. She’s reinstated with back pay, and the company faces the consequences of mishandling discipline.

Lucinda’s story highlights a hard truth: even minor misconduct must be handled carefully and fairly. Unfortunately, many employers make mistakes that can turn manageable situations into costly disputes.

To help you avoid the pitfalls, here are the five most common mistakes in workplace discipline and how to address them effectively.

1. Ignoring the process

Even “obvious” misconduct requires a fair, structured procedure. Skipping steps may seem faster, but it can lead to costly disputes and a demoralized team.

Tip: Follow a step-by-step disciplinary process for every case.

2. Failing to notify the employee

Employees must get formal notice of allegations. This allows them to prepare a defense and ensures fairness. Without it, you risk claims of unfair treatment.

Tip: Always provide written notice detailing the charges, timeframes, and hearing information.

3. Conducting an incomplete investigation

Assumptions are dangerous. Always:

  • Review records and CCTV

  • Interview witnesses

  • Gather supporting documentation

Missing key facts can turn a minor issue into a major legal headache.

Tip: Treat each case like a mini-investigation. Details matter.

4. Appointing the wrong chairperson

The hearing must be overseen by a neutral, qualified chairperson. Bias or conflict of interest can invalidate the process.

Tip: Choose someone experienced in disciplinary hearings and without prior conflicts.

5. Applying inadequate or inconsistent discipline

Discipline must be proportionate, consistent, and reasonable. Overreacting or being lenient can trigger disputes and harm team morale.

Tip: Match the penalty to the offense, and treat similar cases the same way.

Why it Matters

Even minor mistakes can have big consequences: CCMA referrals, reputational damage, low morale, and financial costs. Procedural fairness protects both your employees and your business.

WHM HR and Leadership Academy can help

Our SABPP-accredited Disciplinary Management Workshop (8 CPD points) gives attendees practical templates and ready-to-use tools, case studies and role-play scenarios, expert guidance in labour and industrial relations.

Handle disciplinary matters fairly, confidently, and legally.

Contact us: info@whmhracademy.co.za

Pro Tip: Even if misconduct seems clear, a structured, fair process saves headaches later. Protect your business and your team by getting it right the first time.