This brief guide to managing staff lateness is intended to help employers address staff tardiness. Being late for work is disruptive but can be easily dealt with using the right approach from interview stage onward.

1. How to manage late starters
A guide to managing lateness at work
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2. Lateness at work
The next 5 pages demonstrates simple and effective
steps for ensuring punctuality
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Staff will arrive
late from time to
time
Employers must
send out a clear
message regarding
lateness
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3. Prevention
“We need all staff to be at
their desks by 9am.
Lateness is dealt with as it
arises and may become a
disciplinary matter.”
During recruitment, find
out what the candidate’s
view on lateness is AND tell
them your policy
During induction, talk
through any policy on
lateness, emphasising the
importance of prompt
arrival to new staff
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4. Policy on Lateness
Lateness Statement
“ Regular and prompt attendance
is an essential part of your
employment contract. Lateness
causes hardship to your
colleagues and the Company and
will require an explanation.
Lateness is defined as arriving
after your agreed start time and,
without sufficient explanation ,
will result in disciplinary
proceedings.”
Contract or Handbook
Do have a clear
statement on start time
– whether it is in the
staff handbook or
employee contract
Consequences
Being present for work
is a vital aspect of any
employment contract.
Repeated lateness
should attract
consequences.
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5. Talk to the late arrival
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• Tell your staff that tardiness does not go unnoticed.
• Always ask for an explanation.
• Ask how they can avoid being late in the future.

6. Flexible working
Flexible
Working
Request
Staff with more
than 26
weeks
employment
may request
flexible
working.
Staff can ask to
start work at
different times.
The
employer
must
consider but
does not
have to grant
the request
if a later start time
does not interfere
with Company
objectives,
allowing this
request could
resolve the issue.
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7. The disciplinary process
If all else fails, you may
have to invoke your
disciplinary process
• Start with an
informal discussion
• Always fully
investigate the
matter before
starting a formal
process
• Ensure that the
employee is fully
informed at every
stage
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8. Summary
• Make your position clear from the start
• Have a clear policy on the consequences for lateness
• Address late arrivals instantly
• Introduce flexitime or allow flexible working if this
matches your business interests
• Use your Disciplinary Policy when staff are persistently
late over a period of time
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www.silverwoodhr.com
info@silverwoodhr.com
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