a) Where an employee has completed a probation period without any cause to extend or any issues raised and then their work gradually declines what can be done? b) An employee fails to meet targets/ deadlines - How do I proceed?

Posted in : First Tuesday Q&A ROI on 5 April 2013
Elaine Mettler
Arthur Cox
Issues covered:

The answer to both of these queries lies in the requirement to manage the performance of employees.

Formal or informal disciplinary action or dismissals based on poor or inadequate employee performance can cause problems for employers as employment legislation and codes of practice require the employer to engage with the employee and utilise a fair procedure regarding the employee’s performance improvement, before any such action could be taken. Such performance improvement plans, however informal, require time and resources, meaning that it takes a considerable length of time before an employee may be disciplined or dismissed on the basis of poor performance.

Employers should review any

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Back to Q&A's This article is correct at 02/09/2015

The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.

Elaine Mettler
Arthur Cox

The main content of this article was provided by Elaine Mettler. Contact telephone number is +353 1 618 0000 or email elaine.mettler@arthurcox.com

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