Your team member is regularly late
Example situation
A team member arrived after the customer desk's eight-thirty opening on Tuesday and Thursday. Dana covered until they were ready at nine.
Our recommendation
Discuss the missed start times privately, explain the work affected, and ask what happened. Check whether the schedule is necessary and workable. Arrange support or authorized adjustments, then confirm the start time and required notice.
If you are the manager
“You were ready at nine on Tuesday and Thursday. The customer desk opens at eight thirty, and Dana covered until you arrived. What happened on those mornings?” Let the person answer before proposing a solution.
Customer coverage or a shift handover may require a fixed start; independent work may allow flexibility. Check whether access, transport, caregiving, scheduling, or work you assign after hours affects the arrangement. Ask about work needs and let the person choose which personal details to share.
Check your authority to adjust hours, location, or coverage. Assign someone to open the desk before agreeing to a flexible start. For an accommodation request, involve the person responsible for that process to review the request and available arrangements.
“Starting Monday, you cover nine to five thirty. I’ll confirm Dana’s opening coverage and update the schedule today. Tell me as soon as you know you will be late. We’ll review the start times and desk coverage after Friday’s handover.” Ask the person to explain any uncertain detail in their own words.
At the review, compare readiness at nine and desk coverage with the agreement. Arrange any opening coverage still needed. If the person arrives on time but needs help taking over the desk, coach the handover. If the revised start remains unworkable, review what happened and the support provided before deciding the next step.
When the person gives notice early enough to arrange cover, act on it and explain what that allowed.
Questions that come up
When should lateness go to HR or a formal warning?
Consult the relevant person about accommodation, policy, or decisions beyond your authority. Consultation and a formal warning are different actions. Before considering a warning, review the expectation, impact, the person’s account, and agreed support or adjustments.
What if the person has a real reason, like a commute or caregiving?
Discuss a workable arrangement using the appropriate process. Confirm what applies while the request is being considered and after a decision.
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