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ChecklistLabour LawMedium
Disciplinary Hearing Checklist
Checklist for preparing notices, evidence, witnesses, timelines, and questions before a disciplinary hearing.
Time to prepare2-4 hours
Before you start
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Before the hearing
0/5 completedOn the day
0/4 completedAfterwards
0/3 completedWhen It Applies
You received a notice to attend a disciplinary hearing or investigation.
You need to prepare documents, witnesses, and questions before a misconduct or performance hearing.
Not For
- Replacing union, HR, or labour-law advice where dismissal risk is high.
- Appeal, CCMA referral, or Labour Court strategy after the outcome.
Documents
- Hearing notice
- Workplace policy or disciplinary code
- Employment contract
- Evidence bundle
- Witness list
- Prior warnings or performance records
- Written outcome
Timeline
- On receipt: read the charge and request missing documents.
- Before hearing: prepare evidence, witnesses, questions, and mitigation.
- On the day: take notes and confirm the written outcome.
- Afterwards: calendar appeal or CCMA deadlines.
Tips
- Answer the charge, not every workplace grievance.
- Keep questions short and connected to evidence.
- Take a support person if allowed by the policy.
- Save all hearing documents before access to systems changes.
Warning Signs
- Dismissal is listed as a possible outcome.
- You did not receive the evidence relied on.
- The chairperson appears involved in the incident.
- You need an interpreter, representative, or postponement and it is refused.
Official sources
- Labour Relations Act and Code of Good Practice: DismissalProcedural fairness and Code of Good Practice context.
- CCMA employee referral guidePost-outcome referral preparation context.
This checklist is for general information only and does not constitute legal advice.
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