A recent employment tribunal case serves as a powerful reminder that even when an employee’s underperformance is evident, failing to follow proper procedures can lead to costly legal consequences.
A social media worker at the National Museums of Scotland was dismissed for poor performance, but the tribunal ruled the dismissal unfair—not due to her work quality, but because the organisation failed to follow its own performance policy. Without issuing formal written warnings, the employer breached its own procedures, resulting in a £22,000 compensation payout.
This case highlights key lessons for HR and employers: always follow internal policies to the letter, ensure clear communication about performance expectations, and issue formal warnings before dismissal. Relying solely on informal Performance Improvement Plans (PIPs) can be risky if formal steps are overlooked. HR can play a crucial role in preventing such costly mistakes by training managers, ensuring policy compliance, and balancing fairness with accountability.
If you’re looking for expert HR support to navigate performance management, policy compliance, or tribunal risk reduction contact Halcyon HR or comment below.