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Aligned with the Sept 2025 Code of Good Practice: DismissalECTA Sec 13 Compliant Digital SignaturesInstant PayFast Checkout (Capitec Pay & Instant EFT)

South Africa · Labour document template

Notice to Attend Disciplinary Hearing & Charge Sheet Template ZA

Prepare a hearing notice and factual charge sheet with reasonable preparation time, representation information and evidence-dependent alternative allegations.

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Step 1A · Describe the Incident & Instant 2025 Code Triage

Q1 — Conduct type
Q2 — Prior record
Q3 — Severity / impact

Step 1B · 2025 Code Recommendation & Formal Charge

  1. 1. Serve notice & charge sheet

    Docs 1 & 2 · Notice and receipt, ≥48h before hearing

  2. 2. Run hearing & record minutes

    Doc 3 · Chairperson script & investigation checklist

  3. 3. Record verdict & issue outcome

    Docs 4 & 5 · Outcome & certificate on termination

Step 1C · People & Logistics

Where are you in the process?

Legal rules for Hearing Notice & Charge Sheet

  • Explain the allegation in language the employee can understand: identify the conduct, date, location and breached rule.
  • Allow reasonable preparation time. This wizard checks at least 48 hours excluding weekends as a guardrail, not a fixed statutory rule.
  • Explain the opportunity to respond and obtain assistance from a fellow employee or trade-union representative, subject to applicable procedures.
  • Serve the notice and record receipt; retain the chairperson material for the hearing and do not issue an outcome in advance.

Frequently asked questions

Must a notice give exactly 48 hours?

The Code requires reasonable preparation time. The wizard applies a 48-hour excluding-weekends guardrail; complexity and applicable agreements may require more.

Must the charge use a technical offence label?

No. The employee should understand the alleged facts and the rule or standard relied upon.

Can a charge be amended?

An amendment must not prejudice a fair response. Explain the changed allegation and give appropriate time to prepare.

Does signing the notice admit guilt?

No. It records receipt of the notice, not agreement with its allegations or receipt of a later outcome.

Related document generators

Disciplinary & Warning Wizard

Statutory sources & scope

Reviewed 18 October 2026. The September 2025 Code replaced the former Schedule 8 dismissal code. Sanctions are contextual, not an automatic three-strike ladder. Under LRA section 192, once dismissal is established the employer must prove fairness. These guides are general information, not legal advice, verified case precedent or a guarantee of CCMA protection.