As the new UK Employment Rights Bill comes into effect, businesses are entering a more people-centric era of employment law. With greater protections from day one, employers no longer have the informal “two-year cushion” to manage underperformance with minimal legal risk. This shift means that relying on quick exits or loosely documented decisions is no longer viable.
So, what does this mean in practice?
Organisations must be far more deliberate, consistent, and evidence-based in how they manage performance. A robust performance management framework is no longer a “nice to have” — it is essential. Clear expectations, regular feedback, structured appraisals, and well-documented improvement plans are critical to both supporting employees and protecting the business.
This is where expert guidance makes a difference. At Leonie Goodman HR we support organisations in building practical, compliant, and people-focused performance management systems. From designing appraisal processes to training managers in handling difficult conversations, the focus is on getting it right before issues escalate.
The question is no longer whether you have a process, but whether it is strong enough to stand up to scrutiny.
Do you have the right foundations in place? Get in touch for advice on managing employee performance.