Behaviour Management policy template
A practical policy summarising how behaviour concerns are managed, from early intervention to formal warnings. Provides the link between your Code of Conduct and progressive discipline.
Behaviour management policy
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What is a behaviour management policy?
A Behaviour Management policy outlines how your organisation responds when employee conduct falls below expected standards. It provides a fair, consistent and legally compliant framework for addressing issues.
This policy bridges the gap between your Code of Conduct (which sets expectations) and actual disciplinary outcomes. It ensures managers handle issues consistently and employees understand the process they'll face if concerns arise.
Following proper processes is essential for Fair Work compliance. Unfair dismissal claims often succeed not because the dismissal was unjustified, but because proper procedures weren't followed. This policy helps you get it right. Implementing HR software can simplify documentation and ensure consistent record-keeping throughout the disciplinary process.
Progressive discipline stages
The typical steps in managing behaviour concerns
Informal discussion
First step — addressing concerns early through private conversation.
Verbal warning
Formal notification of concern with expectations for improvement.
Written warning
Documented warning outlining the issue and required changes.
Final warning
Last formal warning before dismissal is considered.
Performance improvement plan
Structured plan with clear goals and timeline for improvement.
Dismissal
Termination of employment for serious or repeated breaches.
Not every situation follows every stage — serious misconduct may warrant immediate dismissal without prior warnings.
What's included in this template
A comprehensive framework for fair behaviour management
Purpose & principles
The organisation's approach to managing behaviour fairly and consistently.
Scope & application
What behaviours this policy covers and who it applies to.
Early intervention
Addressing concerns informally before they escalate.
Formal process stages
The progressive steps from verbal warning to potential dismissal.
Investigation procedures
How concerns are investigated fairly and thoroughly.
Meeting procedures
How disciplinary meetings are conducted including support person rights.
Documentation requirements
What records are kept and how they are stored.
Appeals process
How employees can appeal disciplinary decisions.
Serious misconduct
When summary dismissal may be appropriate.
Review & acknowledgement
Policy maintenance and employee sign-off.
Fair work procedural requirements
To avoid unfair dismissal claims, your behaviour management process should include:
- Valid reason
A genuine reason related to capacity or conduct
- Notification
Employee is told about the concerns and potential consequences
- Opportunity to respond
Employee can provide their side of the story before decisions are made
- Support person
Employee can have a support person present at meetings
- Prior warnings
Progressive discipline with warnings before dismissal (except serious misconduct)
Who should use this template?
Every employer needs a fair, documented approach to behaviour management
Legal disclaimer
This template is designed to reflect Australian workplace standards and Fair Work principles at the time of publication. It is provided as a general guide only and does not constitute legal advice.
You should review and tailor this template to suit your business, industry, modern award, enterprise agreement and specific workplace circumstances. For complex situations or disputes, seek independent legal or HR advice.
Regulatory sources
This template is aligned with Australian employment and workplace standards.
Ready to manage behaviour fairly?
Download our Behaviour Management policy template and ensure consistent, compliant handling of workplace conduct issues.
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Disclaimer
This document is a general HR template provided for informational purposes only. It is not legal advice and may not reflect the latest changes in legislation or apply to every workplace situation. RosterElf Pty Ltd and the template provider accept no liability for any loss arising from reliance on this document. Users should seek independent legal advice and customise the template to ensure it complies with all relevant laws, awards and workplace requirements.