In what circumstances can a misconduct issue be resolved informally?

It is usually good practice for an employer to take an informal approach as an initial attempt to deal with conduct that is of concern, except where the seriousness of the issue means that this would not be appropriate. For example, if an employee arrives late for work on several occasions, makes the same minor mistake repeatedly, or takes too many smoking breaks, an informal discussion between the employer and employee is likely to be appropriate to address the concerns.

An informal approach gives the employer the opportunity to set out what is expected of the employee and to give the employee the opportunity to improve, without the need to invoke the formal disciplinary procedure.