If your employees are experiencing performance issues, you likely need to carry out your capability procedure with your staff in the workplace. A capability procedure is a set of rules you consistently apply when employees are not performing to your expected standards. If you fail to follow the procedure, you could face an employment tribunal claim for unfair dismissal. This article will explain what you should and should not do when carrying out your business\u2019 capability procedure in England.<\/p>\n\n\n\n
Carrying out the capability procedure can be complex and sensitive. Hence, your employees must know how the procedure will run. You can achieve this by having a clear and written workplace procedure. <\/p>\n\n\n\n
As an employer, it is your decision whether you incorporate your capability procedure as part of your disciplinary procedure or separate the two. You may find it makes more sense to separate the two procedures when an employee has a performance issue. For example, disciplining employees for misconduct will likely be related to their poor performance. <\/p>\n\n\n\n
Your capability procedure should encourage your employees to improve their performance in their job roles. This allows your employee to show that they can carry out the role. Consequently, you can prevent more problems from occurring. <\/p>\n\n\n\n
Your capability procedure could include suggestions to take, such as:<\/p>\n \n
Encouraging your employee to improve is something you should do as part of your capability procedure. This is because encouraging improvement gives employees a further chance before they potentially have to take disciplinary action. If you face an employment tribunal<\/a>, the tribunal expects you to have made reasonable attempts to help your employee improve.<\/p>\n\n\n\n\n\n Continue reading this article below the form\n <\/i>\n<\/a>\n