EMPLOYMENT & HR

Show Cause Notice for Misconduct

Issue before taking any disciplinary action. Natural justice requires that the employee knows the charges, sees the material relied on, and gets a fair chance to reply. Establishments with 300 or more workers must also follow their standing orders under the Industrial Relations Code.

Saved letters

Nothing saved yet

Use Save to keep a named copy of this letter, for example one per employee.

Fill in the details

2 of 12 required fields filled

10 required fields still empty — shown highlighted in the letter.

Your business name *

Your registered address *

Your GSTIN

Authorised signatory *

Signatory designation

Employee name *

Employee code

Employee designation *

Employee address *

Date of incident *

Alleged misconduct (short) *

Facts and particulars *

Rule / policy breached *

Documents relied on (enclosed)

Days to reply

Suspension pending inquiry?

Place *

Date *

Laws this relies on

Industrial Relations Code, 2020Standing orders (including on misconduct and disciplinary procedure) apply to industrial establishments with 300 or more workers.
Principles of natural justiceShow cause, an opportunity to reply and a fair inquiry before any punishment.
Code on Wages, 2019Only deductions authorised by law can be made from wages; fines need prior procedure.

How to execute

Sign on your letterhead and send. No stamp paper needed.

Hand-deliver against acknowledgement, or send by Speed Post and e-mail. Attach copies of the documents relied on. Keep the tone factual; the notice must not pre-judge guilt.

Click anywhere in the letter to edit it. Changes to the form keep flowing in.

This is a general template, not legal advice. Laws, stamp duty and procedures vary by state and change over time — have a qualified advocate review it for your facts before signing or sending.