Capability

No matter how well you perform your duties at work there may come a time where your ability to do so suffers for any number of reasons.

If you are not meeting expected standards, your employer may investigate to establish the reason why.

If your employer has genuine concerns about your work performance it may instigate the capability procedure.

There are a whole range of reasons, both inside and outside of the workplace, which can negatively impact on your ability to carry out your duties.

It may be health related, result of an excessive workload or change of management and tasks.

Capability concerns can lead to dismissal. Your employer should always carry out a full and fair procedure before making any such decision.

This should initially be done informally, with concerns identified, standards expected clarified, relevant issues addressed, any support needed identified and any required improvement made clear.

The aim of the capability procedure should be to support you to improve. But all too often it is used to unfairly manage employees out of an organisation.

The formal capability procedure should have a clear framework setting out required performance standards, encourage improvement where necessary and address any root causes of poor performance.

Your employer should offer support, for example make changes to your work, offer counselling if necessary or provide additional training to help you to do your job better.

Always check your employer’s policy, as it could allow for you to be accompanied by a colleague or trade union representative at any capability meetings.