Career Planning Succeeding at Work What To Do If You Receive a Warning at Work By Madeleine Burry Madeleine Burry Madeleine Burry writes about careers and job searching for The Balance. She covers topics around career changes, job searching, and returning from maternity leave, and has been writing for The Balance since 2014. learn about our editorial policies Updated on November 20, 2022 In This Article View All In This Article What It Means To Get a Warning How To Respond to a Warning What To Do After You've Been Warned Frequently Asked Questions (FAQs) Photo: praetorianphoto / Getty Images When you receive a warning at work—whether it’s verbal or written—you should take it very seriously. A warning is a sign that your supervisor is deeply displeased with your work (or, sometimes, your attitude). Typically, warnings ratchet up. First, your boss may informally tell you that there’s a problem. The next step is either a verbal or written warning, both of which are documented. This is a more formal action and can involve human resources. If the behavior is not addressed, the next step may be termination from employment. Here’s what you need to know about what it means to receive a warning at work, and how to respond when you receive one, whether it’s verbal or written. Key Takeaways A warning at work may be the first step toward termination from employment.Most U.S. workers are employed at will, which means that they can be fired at any time for almost any reason.Employers also issue warnings in good faith as an opportunity for workers to improve their performance.Always ask for feedback about any changes you might make—but be prepared to move on to a new job if necessary. What It Means To Get a Warning In the U.S., most workers are “employed at will,” which means they’re free to resign at any point. It also means the company can terminate employment for almost any reason. Still, even when companies have the freedom to terminate an employee without providing a reason, few opt to do so. For one thing, companies can potentially open themselves up to a lawsuit if an employee believes there was discrimination behind the termination. And, perhaps just as importantly, morale throughout a company can suffer if people are let go for no reason. Company Policy Instead, most companies have a policy in place to govern how poor behavior or work will be dealt with. Often, this is referred to as progressive discipline—the idea is that warnings will escalate from a conversation to verbal or written warnings. For both verbal and written warnings, there is typically a formal meeting and written documentation that is added to your employee folder. Often, both your supervisor and human resources will attend. Note Warnings are serious business, not to be mistaken for being chewed out by your supervisor. You can think of a warning as an early step in the termination process. Consequences of Receiving a Warning If you receive a warning, does it mean you will be fired or let go? Not necessarily. You may change your behavior or work in a way that satisfies your manager. Still, it is a very serious action for your manager to take, and one that shows deep dissatisfaction with your performance. Even if you are resolved to rectify any errors and stay with the company, it may be wise to consider updating your resume and LinkedIn and preparing for a job search. How To Respond to a Warning Receiving a warning can feel surprising, devastating, and often unfair. How should you respond? There is no one correct answer, of course, but here are some guidelines to follow: Stay calm: During the meeting to discuss your warning, and afterward, do your very best to avoid crying, raising your voice, or showing extreme distress. This may, of course, be easier said than done. Take notes: It can help with the first goal—keeping calm—to take notes during any meeting about the warning. Also, this will help you remember precisely what was said. Important points to get down are why you are receiving the warning and what actions you can take going forward to rectify the situation. Make your case: Do you disagree with your warning? If you feel comfortable doing so, you can speak up during the meeting to make your case and defend yourself. This is a tricky situation—you want to defend yourself, but not seem defensive. That’s not easy! Note Avoid getting personal or comparing yourself to other employees in heated tones, which can seem childish. Do defend yourself on the spot if you feel comfortable doing so but know you can also remain quiet in the moment and give yourself time to assemble your thoughts and respond later. Ask what you can do differently: Before you leave the meeting or sign any acknowledgment of a warning, you'll want to be sure you understand a) precisely what you did wrong, and b) the correct behavior going forward. Sometimes this can be very straightforward. For instance, if you are receiving a warning for being late to work 10 times in one month, and your boss says you cannot be late for the next four weeks. Other times, a warning may be about something a bit more nebulous. For example, you may be faulted for having a "bad attitude" or "not being engaged with a project." In those situations, you'll want to make sure that a plan is clearly laid out for what would constitute an improvement in those areas. Follow up with a written rebuttal: Do you feel your warning is unmerited? As well as making a case in your meeting, you can also write a written rebuttal letter. In your letter, you should make a case to defend yourself. For instance, if you were late to work, but you’d requested and received permission to do so, print out those emails from your supervisor. Again, for less clear-cut infractions, defending yourself is trickier. What To Do After You've Been Warned Take some time to reflect: It’s only human to respond to criticism by defending yourself. But do take some time to think about the facts and comments in the warning. Are any of them justified? Consider what you could possibly do differently. Try to figure out if the warning is the last step, or a turnaround point: Sometimes warnings are issued as a way for the employer to protect themselves from a lawsuit before a termination. But that's not always the case. Sometimes, your supervisor or human resources department genuinely believes the situation can be fixed. Do your best to figure out the spirit in which your warning was given. Follow up with your manager: During meetings with your manager, ask for feedback. This will help give you a sense of your next steps. Ideally, you'll have concrete goals or steps to improve your work/behavior. Start a job search: Finally, it’s wise to start making moves to kick off your job search. Again, a warning does not necessarily mean you will be terminated. But it is a possibility. Consider networking, reaching out to former co-workers to see if they know of any job openings, updating your resume, and applying to jobs. Frequently Asked Questions (FAQs) How many warnings will I get before I am fired? Employers are usually free to decide how many warnings to give employees before terminating their employment. They may also decide not to provide any notice at all. If you’re employed at will, and the termination isn’t based on protected characteristics like gender, race, etc., you may be fired without warning. That said, many companies prefer to give warnings before termination to maintain their reputation as good employers. How long do warnings last at work? Warnings are typically in effect for a period of a few months. However, it’s best to ask your employer to specify the terms of the warning process during your meeting. Ideally, they’ll have a written HR policy outlining how long a written warning lasts. Was this page helpful? Thanks for your feedback! Tell us why! Other Submit Sources The Balance uses only high-quality sources, including peer-reviewed studies, to support the facts within our articles. Read our editorial process to learn more about how we fact-check and keep our content accurate, reliable, and trustworthy. National Conference of State Legislatures. "At-Will Employment--Overview." U.S. Equal Employment Opportunity Commission. "Discrimination by Type."