Disciplinary Policy¶
Effective from 30th July 2026
Introduction¶
This policy sets out the procedure WOW Media UK Ltd will follow in the event of disciplinary action. It applies to misconduct or poor performance and is intended to encourage fair, consistent treatment while helping employees meet expected standards. This policy is not contractual and may be amended from time to time.
Where appropriate, an informal conversation with your manager may be used instead of formal disciplinary action. No disciplinary action will be taken without an investigation into the circumstances first.
If conduct or performance doesn't improve following warnings, dismissal may follow this procedure. The Company may dismiss immediately for gross misconduct.
Examples of Misconduct¶
This list is not exhaustive: - Failing to meet your contracted working hours without good reason or prior agreement. - Unsatisfactory performance. - Time wasting. - Breach of health and safety requirements. - Disruptive behaviour.
Disciplinary Hearing¶
Other than for verbal warnings, a disciplinary hearing will be held before any decision is made. You'll be notified in advance in writing of the allegations, reasons, and any evidence gathered during the investigation. Hearings may be conducted remotely via video call.
You may be accompanied at any disciplinary hearing by a trade union representative, an official employed by a trade union, or a fellow employee who agrees to attend — this may also be done via video call. Your companion may speak on your behalf and ask questions, but may not answer on your behalf.
You'll have the opportunity to respond to any allegations and evidence before a decision is reached. Records of the process will be kept confidential.
Disciplinary Action¶
Verbal Warning¶
Usually given for minor issues. A record is kept on file and will normally lapse after 12 months, provided there's no further misconduct or poor performance. Given by Matt Lovett.
Written Warning¶
Given for continued issues following a verbal warning, or as a first step for more serious matters. It will set out what's expected to improve. Kept on file, usually for 12 months, then removed if there's no further issue. Given by Matt Lovett.
Final Written Warning¶
Given for continued issues following a written warning, or where an initial matter is serious enough to warrant it. It will explain that dismissal may follow if things don't improve. Kept on file, usually for 6 months unless stated otherwise. Given by Matt Lovett.
Gross Misconduct¶
Matt Lovett (or someone authorised by him) may dismiss summarily for gross misconduct.
General¶
You'll receive a written decision within 5 days of the hearing, including the reasons and evidence considered, and your right to appeal. If dismissed, the letter will state your termination date and reason.
When deciding on appropriate action, factors considered will include the seriousness of the issue, how similar situations have been handled previously, your record and length of service, and any relevant circumstances you raise.
Alternatives to Dismissal¶
Where individual circumstances justify it, the Company may offer termination with notice (or pay in lieu of notice) instead of summary dismissal for gross misconduct.
Review¶
This is a live policy document maintained in the wiki portal — always refer to the current version.