Bamako, Mali

Employment law

Disciplinary procedures

22 June 2026

What does the law say?

Disciplinary measures against staff have two objectives: to educate the employee at fault and to deter colleagues who might be tempted to follow that bad example.

Before imposing any disciplinary measure, the employer is required to issue a written request for an explanation, allowing a minimum of 48 hours for a response.

If the employee cannot write, they may attend in person, accompanied by a staff representative, to give their version of events orally.

In Mali, the following disciplinary measures apply:

  • a verbal warning (1st degree),
  • a written warning (2nd degree),
  • suspension for one (1) to three (3) days (first degree),
  • suspension for four (4) to eight (8) days (second level),
  • dismissal for serious misconduct (1st degree),
  • dismissal for gross misconduct (2nd degree).

a) Warning

A verbal warning is issued for occasional minor offences. It must be given in the presence of a staff representative or another employee acting as a witness. A verbal warning will primarily concern the following offences:

  • unauthorised lateness,
  •  unauthorised absence during working hours,
  • unauthorised absence for a full working day,
  • unjustified delay in carrying out assigned tasks,
  • poor maintenance of tools, equipment and work premises…
  • poor cooperation with colleagues,
  • substandard work,
  • soliciting bribes or tips;
  • gross negligence in the performance of duties,
  • serious verbal abuse,
  • disrespect towards a line manager,
  • refusal to cooperate or poor cooperation with colleagues,
  • rude remarks towards managers, clients and partners, receiving private visitors during working hours…

A written warning is issued for minor offences committed repeatedly or for an offence that has already been sanctioned by a verbal warning within the last six months,

b) Suspension

Suspension shall be imposed where, given the circumstances, the misconduct is of a more serious nature. This includes, in particular:

  • Conduct that has resulted in two warnings (written or verbal) within the last six months,
  • abandoning one’s post for more than one day,
  • disrespect towards managers, customers and partners,
  • gross negligence in the performance of assigned duties,
  • soliciting bribes or tips…

c) Dismissal

Dismissal with entitlement to severance pay is considered when an employee commits serious misconduct as determined by the circumstances of the business. The seriousness of the misconduct is assessed by the damage caused to the employer’s business and reputation. Notified in writing, it will be considered when an employee commits the following offences:

  • misconduct for which the employee has already been suspended within the last 12 months,
  • serious verbal abuse directed at a customer, a manager or another employee,
  • abandonment of post for more than three (3) days,
  • falsification of the employer’s accounting records and reports,
  • inciting other employees to disobey orders,
  • unjustified extension of leave or time off,
  • insubordination, including refusal to work overtime or carry out assignments,
  • insubordination or gross disrespect towards management or a line manager;
  • fighting within the offices and on the premises;
  • breach of trust;
  • theft, fraud;
  • threats, assault or any other immoral or disloyal act towards the company and its staff;
  • inciting other employees to disobey orders;
  • unjustified extension of leave or special leave.

The above list is not exhaustive; the employer reserves the right to assess the seriousness of any misconduct and to impose appropriate sanctions, in accordance with the legislation in force.

Dismissal without notice may be imposed in the event of gross misconduct on the part of the employee. Gross misconduct differs from serious misconduct in that it is exceptionally serious in nature. In such cases, only accrued entitlements are payable (wages for the period worked, unused leave, employment certificate).

KEY POINTS

  • Two (2) written warnings issued within a period of less than one (1) month result in the employee’s suspension;
  • Three (3) written warnings within a period of one (1) month result in the employee’s dismissal;
  • Any dismissal shall be subject to a period of notice served on the employee;
  • Fines or other financial penalties are prohibited;
  • A copy of all sanctions imposed shall be sent to the Inspectorate and the Staff Representative;
  • A worker may not be subject to two sanctions for the same offence;
  • No disciplinary measure may be imposed on an employee without the employee being informed at the same time of the allegations against them;

No sanction imposed more than two (2) years previously may be invoked in support of a new sanction.

Serious and gross misconduct shall be assessed exclusively by the Employment Tribunal.

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