Firing for poor performance is easy enough when you can prove the low performance and reluctance to improve.
The more it gets touchy feely, the harder it gets: for instance the goals you set were blurry or contestable, you don’t have any track record of how the employee has been doing until you wanted to fire them, the improvement plan you set up is properly followed but you still want to get rid of them etc.
I’ve seen someone basically fired on the spot for critical fault, and another worker let go after a first warning, a 3 month recovery plan and not reaching the goal agreed upon (set on the base of the other employees goal at the same pay level). It’s really not outlandish, and it takes you 3 months to fire your employer, needing 3 months to fire an employee is fair enough.
The more it gets touchy feely, the harder it gets: for instance the goals you set were blurry or contestable, you don’t have any track record of how the employee has been doing until you wanted to fire them, the improvement plan you set up is properly followed but you still want to get rid of them etc.
I’ve seen someone basically fired on the spot for critical fault, and another worker let go after a first warning, a 3 month recovery plan and not reaching the goal agreed upon (set on the base of the other employees goal at the same pay level). It’s really not outlandish, and it takes you 3 months to fire your employer, needing 3 months to fire an employee is fair enough.