Poor work performance is not a disciplinary issue but a form of incapacity that must be managed through a fair and structured process. Employers are required to identify performance gaps, offer support, and allow time for improvement before considering dismissal. Guided by Schedule 8 of the Labour Relations Act, this infographic outlines the key distinctions, employer responsibilities, legal considerations, and the difference between procedural and substantive fairness when managing underperformance in the workplace.
By Elzet Franck
Dispute Resolution Official at Consolidated Employers Organisation (CEO SA)