How to protect your business through robust performance management
📅 Tuesday, 28 April 2026 ⏰ 11:00am GMT 💻 Live Webinar
At the end of 2025 there were 52,000 active employment tribunal cases representing a 33% increase on the same period in 2024, and unfair dismissal remained the largest claim type at 24% of all cases. The 2026 Employee Rights Act will bring even more focus to the need for a robust performance process to help businesses minimise claims and costs.
In this webinar we’ll cover:
- The importance of a clearly documented and consistently applied performance management process.
- Common reasons performance-related dismissals escalate to tribunal e.g. poor process, poor documentation, evidence of bias, conflating sickness and performance.
- What employment tribunals are looking for in terms of documentation of performance management:
- Setting and communicating clear, measurable objectives
- Regular, documented performance conversations
- Fair Performance Improvement Plan (PIP) process
- Consistency and fairness across the workforce
- Records of informal conversations, not just formal reviews
- How tribunals assess whether a process has been fair and reasonable.
- The ACAS Code of Practice on disciplinary and grievance procedures.
- Appraisd as a system to ensure an auditable, consistent performance trail.
Source: People Management: "Employment tribunal backlog tops half a million, government stats reveal"
Meet your webinar speakers:
With nearly a decade of experience in the people software space, Tim has worked with bookkeeping software, payroll software, Human Resources Information Systems, and now Applicant Tracking Systems. Resident host of Talos360's thought leadership webinars, workshops, and roundtables, Tim is helping organisations improve and streamline their internal recruitment processes through ATS technology and best practice techniques.
Terry has worked for Acas for over 20 years. In that time, he has conciliated in hundreds of Employment Tribunal cases, worked with employers and trade unions to resolve large scale disputes, and mediated in individual workplace disagreements. He currently looks after a team providing advice and training solutions to workplaces across Great Britain.
