Dismissed for poor performance?
You were told your work was not good enough, and your job is now at risk.
Poor performance is one of the harder dismissals to challenge, because it concerns ability and not a single clear incident. Fairness still applies to how your employer handles it.
What it means
It means ending your job because your employer believes your work has not met a reasonable standard. The reason is not misconduct, and it is not a business need such as redundancy.
Your employer usually needs more than general dissatisfaction. It is expected to have raised specific, documented concerns with you over time.
Why it matters to you
This kind of dismissal is harder for your employer to defend if it came without warning, without specific examples, or without a genuine chance for you to improve.
The gap between what should have happened and what did happen is often where a challengeable case begins.
What should have happened first
Look for a documented pattern. That could be written feedback, a formal warning, or a performance improvement plan that gave you a real chance to address the concerns.
If none of that happened, or the plan looks designed to fail, the gap in process matters as much as the complaint about your work.
Whatever reason you were given, check your 60-day filing window on the deadline calculator so you do not lose the chance to challenge it.
If you were dismissed for poor performance and are considering a claim, an independent employment lawyer can look at your facts. They can advise whether it is worth pursuing.
For people seeking legal representation. For general information, please use our guides and tools.
First contact: general facts only, such as date, location, employment status and a short summary. Keep documents private until an identified independent lawyer contacts you and specifically requests them.
Common questions
Can I be dismissed for poor performance without any warning?
A sudden dismissal with no earlier warning or documented concerns is harder for an employer to defend. Fairness usually expects some notice that your performance is seen as a problem.
Does one bad review count as poor performance?
A single review rarely stands alone as enough. Employers are generally expected to show an ongoing, documented pattern and a real chance to improve before dismissing.
Keep reading
If you were dismissed for poor performance and are considering a claim, an independent employment lawyer can look at your facts. They can advise whether it is worth pursuing.
For people seeking legal representation. For general information, please use our guides and tools.
First contact: general facts only, such as date, location, employment status and a short summary. Keep documents private until an identified independent lawyer contacts you and specifically requests them.