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1. Explain the concept “progressive discipline”, why it is necessary and then list examples of
common disciplinary measures that align with progressive discipline.
Answer 1
Concept of Progressive Discipline
Progressive discipline is a corrective approach to workplace discipline. As stated in the Labour
Relations Act's Code of Good Practice: Dismissal, the purpose of discipline is to correct an
employee's behaviour through a system of graduated disciplinary measures.¹ This means that
employers should not immediately resort to dismissal for minor infractions. Instead, they should use
a series of increasingly severe penalties to help the employee understand the required standards and
improve their conduct.² The focus is on correcting behaviour rather than punishing the employee,
aiming for a positive outcome where the employee becomes a productive member of the workforce.
Necessity of Progressive Discipline
Progressive discipline is necessary for several reasons. Firstly, it respects the principle of fairness by
ensuring that employees are given ample opportunity to correct their behaviour before facing the
ultimate sanction of dismissal. This aligns with the principles of Ubuntu and the "audi alteram
partem" rule, which dictate that a person should be heard and given a chance to state their case
before being penalised.³ Secondly, it protects employers from unfairly dismissing employees. The
Code of Good Practice clearly states that dismissal should be reserved for cases of serious
misconduct or repeated offences, and progressive discipline helps establish a clear record that
supports the fairness of a dismissal should it become necessary.⁴ Finally, it is a practical and
effective management tool that encourages a culture of accountability and improvement, ultimately
benefiting both the employee and the employer by fostering a more stable and productive workplace.
¹ Garbers, C. & Roux, P. A. K. le. (2024). The Essential Labour Law Handbook (8th ed.). MACE Labour Law Publications CC, p. 210.
² MRL3702. (2025). Labour Law Study Guide. Department of Mercantile Law, University of South Africa, p. 36.
³ MRL3702. (2025). Labour Law Study Guide. Department of Mercantile Law, University of South Africa, p. 35.
⁴ Garbers, C. & Roux, P. A. K. le. (2024). The Essential Labour Law Handbook (8th ed.). MACE Labour Law Publications CC, pp. 210-211.
1. Explain the concept “progressive discipline”, why it is necessary and then list examples of
common disciplinary measures that align with progressive discipline.
Answer 1
Concept of Progressive Discipline
Progressive discipline is a corrective approach to workplace discipline. As stated in the Labour
Relations Act's Code of Good Practice: Dismissal, the purpose of discipline is to correct an
employee's behaviour through a system of graduated disciplinary measures.¹ This means that
employers should not immediately resort to dismissal for minor infractions. Instead, they should use
a series of increasingly severe penalties to help the employee understand the required standards and
improve their conduct.² The focus is on correcting behaviour rather than punishing the employee,
aiming for a positive outcome where the employee becomes a productive member of the workforce.
Necessity of Progressive Discipline
Progressive discipline is necessary for several reasons. Firstly, it respects the principle of fairness by
ensuring that employees are given ample opportunity to correct their behaviour before facing the
ultimate sanction of dismissal. This aligns with the principles of Ubuntu and the "audi alteram
partem" rule, which dictate that a person should be heard and given a chance to state their case
before being penalised.³ Secondly, it protects employers from unfairly dismissing employees. The
Code of Good Practice clearly states that dismissal should be reserved for cases of serious
misconduct or repeated offences, and progressive discipline helps establish a clear record that
supports the fairness of a dismissal should it become necessary.⁴ Finally, it is a practical and
effective management tool that encourages a culture of accountability and improvement, ultimately
benefiting both the employee and the employer by fostering a more stable and productive workplace.
¹ Garbers, C. & Roux, P. A. K. le. (2024). The Essential Labour Law Handbook (8th ed.). MACE Labour Law Publications CC, p. 210.
² MRL3702. (2025). Labour Law Study Guide. Department of Mercantile Law, University of South Africa, p. 36.
³ MRL3702. (2025). Labour Law Study Guide. Department of Mercantile Law, University of South Africa, p. 35.
⁴ Garbers, C. & Roux, P. A. K. le. (2024). The Essential Labour Law Handbook (8th ed.). MACE Labour Law Publications CC, pp. 210-211.
