Jurisdiction(s):
United Kingdom and Ireland

Employer Performance and Capability Management Flowchart: Informal Support, Formal Warnings, Mediation, Reasonable Adjustments, Dismissal and Appeal (England, Scotland and Wales)

Published by a LexisNexis Employment expert

Checklists

This flowchart outlines the steps an employer should take once a performance or capability concern is identified, including collecting key documents such as the contract of employment and appraisal records, considering mediation, appointing who will carry out performance monitoring, arranging informal and then formal meetings, deciding on dismissal or another sanction, and overseeing the appeal stage. Click below to view or print the full-size PDF version:

Note 1—identifying whether there is a performance issue

If an employee’s output falls short of the required standard, the employer may choose to address it under its performance procedure. For an example procedure, see Precedent: Policy and procedure—performance and capability. A clear distinction should be drawn between misconduct and underperformance. Where conduct is the concern, a disciplinary process is the correct route—see Practice Note: Managing performance—Dealing with poor performance. Before commencing any formal action, review the terms of the employer’s performance procedure and check, for example, whether specific time periods are required between each stage...

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Web page updated on 28/05/2026

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