What is classed as a reasonable amount of time to allow someone to work on their personal improvement plan before moving onto the next stage of disciplinary procedures if they haven’t improved?

There is no specific time limit set out in law for determining when an employee should have achieved the requisite personal improvement before the employer moves to the next stage of the disciplinary procedure. The reasonableness of the employer in this regard will depend on a number of factors, for example, the employee's length of service, seniority and experience, the complexity/difficulty of the particular role, the nature of the tasks completed, the necessary training and the particular circumstances of the employee themselves, e.g. if they have a disability, personal issues etc.

By way of general approach, inadequate performance should be managed in a progressive way, and the employer