HR topics

Employee write-ups and progressive discipline

A write-up (also called a written warning or corrective action) documents a workplace problem, what is expected, and what may happen next. Many employers use progressive discipline: coaching, a verbal warning, a written warning, a final warning, then termination. No federal law requires a set number of steps; your employer's own policy and local law matter.

What should a write-up include?

Common practice is the date of each incident, what happened in factual terms, the policy or expectation involved, what needs to change and by when, what may happen if it continues, a place for the employee's comments, and an acknowledgment line.

Do I have to sign a write-up?

Many write-ups say that signing only confirms you received it, not that you agree. If you disagree, you can usually add written comments. Whether refusing to sign has consequences depends on your employer's policy and local law.

Can a write-up be retaliation?

Federal law prohibits retaliation for certain protected activities, such as complaining about discrimination or harassment. If a write-up closely follows a complaint, it may be worth asking an employment lawyer about it.

This page is general information, not legal advice. Laws change and differ by state and city. Last reviewed October 2026. How answers are made