Employee Warning Form

An employee warning form documents a formal notice issued to an employee for a conduct or performance issue. It captures the employee's name and role, a description of the incident or behavior, the type of warning issued (verbal, written, or final notice), any prior warnings on record, and the corrective action required. It serves as the official record that a disciplinary conversation took place and what was agreed to as a next step.

A complete employee warning form covers:

• Employee name, role, and department
• Date of the incident and date of the warning
• Description of the conduct or performance issue
• Warning type (verbal, written, or final notice)
• Previous warnings on record
• Company policy or rule violated
• Corrective action required and timeline
• Manager name and signature
• Employee acknowledgment (signature or noted refusal)

A verbal warning is an informal notice—typically a conversation about a conduct or performance issue, and is sometimes noted briefly in an employee file. A written warning creates a formal record: a documented account of the incident, the expected change in behavior, and the consequences of non-compliance. This employee warning form works for both. Use it to document verbal warnings before they escalate, and to issue formal written warnings when the situation calls for one.

Yes. Add a file upload field to let managers attach supporting documentation (e.g., incident reports, witness statements, performance records) directly to the submission. File upload fields support up to 10MB per file. Supporting document files arrive alongside the warning details in one place, so HR doesn't need to chase down proof after the fact. File upload is included on paid Typeform plans. 

Use Typeform's role-based access controls to limit who can view submitted warning forms—typically HR and the relevant manager, not the entire team. Connect submissions to a secure folder or your HR system via Zapier so records route automatically, rather than sitting in a shared inbox. Keep warning records separate from general HR files and restrict access to records based on a need-to-know basis.