Notice of a disciplinary hearing, setting out the charges and the employee's rights, as required by item 4 of Schedule 8 (Code of Good Practice: Dismissal) of the LRA.
⚠️ This is a blank template, not legal advice: check the wording with a lawyer and adapt it to your jurisdiction and your case.
This template has no optional clauses: the text is the same for everyone. Field placeholders are shown as labels — on the site the template is read-only, values are entered inside the system.
NOTICE OF DISCIPLINARY HEARING
To: Employee name, Job title
You are hereby given notice, in terms of item 4 of Schedule 8 (Code of Good Practice: Dismissal) to the Labour Relations Act 66 of 1995, that a disciplinary hearing has been scheduled to consider allegations of misconduct against you.
1. CHARGES 1.1. The specific allegations against you, with dates and (where relevant) amounts, are: Charges 1.2. You will not be disciplined for any charge not set out above without a further, properly notified charge.
2. DATE, TIME AND PLACE OF HEARING 2.1. Date: Hearing date. Time: Hearing time. Place: Hearing location. 2.2. Chairperson: Chairperson.
3. YOUR RIGHTS 3.1. Employee's rights at the hearing 3.2. You have the right to be represented (by a fellow employee or, where applicable, a trade union representative), to call witnesses, to be assisted by an interpreter if the hearing will not be conducted in a language you understand well, and to see the evidence against you before the hearing.
4. NOTICE PERIOD 4.1. This notice is given at least Notice given (hours before hearing) hours before the hearing, to give you reasonable time to prepare, in line with item 4 of Schedule 8.
5. STATUS PENDING THE HEARING 5.1. Status pending the hearing
6. IF YOU DO NOT ATTEND 6.1. Consequence of non-attendance
Issued by: Issued by on Date notice issued.
SIGNATURES Employer representative ______________ / Issued by / Employee (acknowledgment of receipt) ______________ / Employee name /
— — — ⚠️ This is a boilerplate template, not legal advice. Employment, consumer-protection, data protection, and food-safety law in South Africa is detailed and fact-specific (BCEA, LRA, POPIA, PAIA, CPA, ECTA, R638) — have this document reviewed and adapted by a labour/commercial lawyer, and where relevant checked against current CCMA and Information Regulator guidance, before use.
Fields that belong to a switched-off clause are dimmed — they are not asked for.
Specific allegations, with dates and (where relevant) amounts — cannot be changed on the day of the hearing
Right to a representative (colleague/shop steward), an interpreter, to call witnesses, and to see the evidence beforehand
Market practice: minimum 48 hours
2 of 13 fields are taken from the company, employee or counterparty record, the questionnaire can be dictated to the AI, and the finished document comes with a number, a PDF and an acknowledgement record.