We are considering introducing a separate Capability procedure to run alongside our Disciplinary procedure. Can anyone advise if in their experience this is a worthwhile exercise or if we would do better to continue with our current practice of managing employees with capability issues in line with the disciplinary process (albeit with a greater degree of sensitivity and support than we offer those with conduct issues).

I’d appreciate any opinions.

Thanks a lot.
Sarah Howard-Illston

Sarah Howard-Illston

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