Performance Management
Addressing under-performance can be tricky, leading to legal complexities. You need to keep things fair, protect your business, and follow employment law and ACAS guidance. If it’s not handled properly, you risk grievances, discrimination claims, or unfair dismissal cases. We can deliver clear, confident support at every stage of the performance management process.
Tailored capability and performance policies
We write and update practical, tailored policies that are practical, legally compliant and aligned with your operations.
Setting objectives, appraisals and gathering evidence
We’ll help you with measurable objectives, fair appraisal frameworks, and evidential records to support lawful capability decisions.
Managertraining and making adjustments
With effective manager training, we can help you conduct reviews professionally, provide constructive feedback, take accurate notes, and manage reasonable adjustments where needed.
Supportive and structured performance improvement plans (PIPs)
We create performance plans with clear expectations, timelines, support measures and milestones to help employees improve while protecting your business.
Managing sickness, mental health and protected characteristics
Guidance through cases involving sickness, mental health, pregnancy or other protected characteristics, helping you manage risk of discrimination and treating people fairly.
Representation at ACAS and Tribunal
If early resolution isn’t possible, we’ll represent you at ACAS Early Conciliation and defend your position at Tribunal if a claim is made.
Questions we’re often asked
It’s a structured way to deal with under-performance and help employees improve, while staying compliant with employment law.
When informal feedback hasn’t worked and there’s clear evidence of ongoing under-performance.
Yes. A written policy sets expectations, keeps things consistent and makes your decisions fair and easier to defend.
These are changes you make to help disabled employees carry out their role without disadvantage.
Yes, but only after a fair process that includes support, clear warnings, and reasonable adjustments where relevant.
It’s a process where ACAS helps employers and employees try to settle disputes before they go to Tribunal.
Experts in every area
Need an expert in
employment & HR
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For more information or a no obligation discussion, please call or email our team today.
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