Performance Management

Sometimes situations arise where a person’s ability to perform their role has to be addressed formally.

Ensuring maximum employee performance

This could be due to low performance or an inability to hit results, or because of a medical issue or long-term sickness absence.

We guide clients in such cases through the correct legal process, taking into account any associated risk factors. While the process seeks to encourage and support the employee to achieve what is required, it also sets out the consequences if an agreed performance improvement/return to work plan does not succeed.

In such cases, we review with clients the options which could include termination, redeployment, demotion or a different working arrangement.

Where a medical issue is involved, which could or does constitute a disability, we advise clients of their obligations and any need to consider reasonable adjustments before a decision is made.

Where a decision to terminate needs to be made, we work to protect clients to avoid the risk of a claim, which promotes the justification for the sanction taken.

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