As an employer, you can dismiss an employee for poor performance if there’s a valid reason – for example:

• they’re not capable of doing the job to the required standard, or
• they’re capable, but are unwilling to carry out their role properly.

However, any dismissal must be handled lawfully and only after a fair and reasonable process has been followed.

Before considering dismissal, you’ll need to show that you have:

• clearly identified and communicated the performance concerns
• provided appropriate support, guidance, and a reasonable opportunity to improve
• monitored progress and given regular, constructive feedback
• issued formal warnings where there hasn’t been sufficient improvement

If the employee has more than two years’ service, failing to follow a fair process could result in an unfair dismissal claim.