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Termination Of Contract Due To Poor Performance

Termination Of Contract Due To Poor Performance Template for Ireland

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Key Requirements PROMPT example:

Termination Of Contract Due To Poor Performance

"I need a Termination Of Contract Due To Poor Performance document for an IT project manager who has consistently failed to meet targets over the past 6 months, with the termination to take effect from March 1, 2025, including standard 4-week notice period and return of company equipment provisions."

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Document background
This Termination Of Contract Due To Poor Performance document is essential for Irish employers who need to formally end an employment relationship based on documented performance issues. It should only be used after following proper performance management procedures, including formal warnings and improvement plans, as required under Irish employment law. The document ensures compliance with the Unfair Dismissals Acts and related legislation, protecting both employer and employee rights. It includes comprehensive details about the termination process, notice periods, final payments, and appeal rights, while documenting the performance-related grounds for termination. This template is designed to minimize legal risks while maintaining professional standards in employment termination.
Suggested Sections

1. Employee and Employer Details: Full names, addresses, and relevant employment details including job title and start date

2. Notice of Termination: Clear statement of employment termination with specific end date and notice period details

3. Performance Issues: Summary of specific performance issues that led to this decision

4. Previous Communications: Reference to formal warnings, performance improvement plans, and meetings held

5. Final Payments: Details of final salary, outstanding annual leave, and other entitlements

6. Company Property: Instructions regarding return of company property and final arrangements

7. Legal Rights: Information about the employee's legal rights and appeal procedures

Optional Sections

1. Garden Leave: Include if the employee is to be placed on garden leave during the notice period

2. Post-Employment Restrictions: Reference to existing restrictive covenants if applicable in the employment contract

3. Outplacement Support: Details of any career transition support being offered

4. Reference Provision: Information about the company's policy on providing references

5. Settlement Offer: Include if a settlement agreement is being proposed as part of the termination

Suggested Schedules

1. Performance History: Chronological list of performance issues, warnings, and improvement attempts

2. Final Payment Calculation: Detailed breakdown of all final payments including salary, benefits, and deductions

3. Company Property Checklist: List of all company items to be returned

4. Exit Procedures: Detailed checklist of actions required before last day of employment

Authors

Alex Denne

Head of Growth (Open Source Law) @ Genie AI | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

Linkedin in social icon imageX social icon image
alex.den.21@genieai.co
Relevant Industries

Technology

Financial Services

Manufacturing

Retail

Healthcare

Professional Services

Education

Construction

Hospitality

Telecommunications

Public Sector

Non-Profit

Media and Entertainment

Transportation and Logistics

Relevant Teams

Human Resources

Legal

Compliance

Employee Relations

People Operations

Management

Operations

Relevant Roles

HR Manager

HR Director

HR Business Partner

Employment Lawyer

Legal Counsel

Department Manager

Line Manager

Team Leader

Operations Manager

Chief Human Resources Officer

People Operations Manager

Employee Relations Manager

HR Compliance Manager

Industries
Unfair Dismissals Acts 1977-2015: Defines the legal framework for dismissals in Ireland, including the requirement for fair procedures and grounds for termination. Poor performance must be well documented and the employee given opportunity to improve.
Minimum Notice and Terms of Employment Acts 1973-2005: Specifies the minimum notice periods required for termination of employment based on length of service.
Employment Equality Acts 1998-2015: Ensures that termination decisions are not based on discriminatory grounds and are purely performance-based.
Industrial Relations Acts 1946-2015: Provides framework for dispute resolution and sets out procedures for handling workplace conflicts, including performance-related issues.
General Data Protection Regulation (GDPR) and Data Protection Act 2018: Governs how performance-related personal data must be processed, stored, and handled during the termination process.
Protection of Employees (Fixed-Term Work) Act 2003: Relevant if the employee is on a fixed-term contract, ensuring they receive equal treatment in performance assessment and termination procedures.
Organisation of Working Time Act 1997: May be relevant for calculating any outstanding leave entitlements or pay due upon termination.
Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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