Poor performance: Poor Performance Law
The Poor Performance Law carries 12 published figures read from 10 sources' own pages, from 1 to 8 week, read 17 October 2026.
Orgplanly sells its own paid plan in this category (our pricing). It is not counted here: every figure in this index is another provider's own published price, read from its own page.
- 41 to 2
- 12 to 3
- 13 to 5
- 25 to 6
- 16 to 7
- 37 to 8
Bands
| Bucket | Value |
|---|---|
| 1 to 2 | 4 sources |
| 2 to 3 | 1 source |
| 3 to 5 | 1 source |
| 5 to 6 | 2 sources |
| 6 to 7 | 1 source |
| 7 to 8 | 3 sources |
10 of the 15 named sources read in full publish a figure; 5 publish none, read 17 October 2026.
By step
| Breakdown | Median | Range | Sources |
|---|---|---|---|
| stepstatutory-notice-minimum | 1.5week | 1 to 2week | 2 |
| stepstatutory-notice-maximum | 6.5week | 5 to 8week | 2 |
| stepseverance-qualifying-service | 12month | 12 to 12month | 1 |
| stepunfair-dismissal-claim-deadline | 55.5day | 21 to 90day | 2 |
| stepunfair-dismissal-claim-deadline | 3month | 3 to 3month | 1 |
| stepqualifying-service-unfair-dismissal | 6month | 6 to 6month | 1 |
| steplookback-period-for-instances | 1year | 1 to 1year | 1 |
| stepadvance-notice-of-proposed-action | 30day | 30 to 30day | 2 |
| stepadvance-notice-extension | 30day | 30 to 30day | 1 |
| stepdecision-after-notice-period | 30day | 30 to 30day | 2 |
| stepminimum-time-to-reply | 7day | 7 to 7day | 1 |
| stepstatutory-notice-under-1-year | 1week | 1 to 1week | 1 |
| stepstatutory-notice-1-to-3-years | 2week | 2 to 2week | 1 |
| stepstatutory-notice-3-to-4-years | 3week | 3 to 3week | 1 |
| stepstatutory-notice-4-to-5-years | 4week | 4 to 4week | 1 |
| stepstatutory-notice-5-to-6-years | 5week | 5 to 5week | 1 |
| stepstatutory-notice-6-to-7-years | 6week | 6 to 6week | 1 |
| stepstatutory-notice-7-to-8-years | 7week | 7 to 7week | 1 |
| stepstatutory-notice-8-years-plus | 8week | 8 to 8week | 1 |
| stepunfair-dismissal-qualifying-service | 2year | 2 to 2year | 1 |
| stepunfair-dismissal-qualifying-service-change | 6month | 6 to 6month | 1 |
| steplook-back | 1year | 1 to 1year | 1 |
| stepappeal-qualifying-service | 1year | 1 to 1year | 1 |
Every figure, with its source
One row per source: the figure the source's own page publishes, the page, and the day it was read. A figure that is not on a page we read is not on this one.
The sentence each figure was read from (28)
- Canada Labour Code s.240 (unjust dismissal), read 2026-10-17:
(2) Subject to subsection (3), a complaint under subsection (1) shall be made within ninety days from the date on which the person making the complaint was dismissed.
- eCFR 5 CFR 432.105 (proposing and taking action), read 2026-10-17:
(A) The agency shall afford the employee a 30 day advance notice of the proposed action that identifies both the specific instances of unacceptable performance by the employee on which the proposed action is based and the critical element(s) of the employee's position involved in each instance of unacceptable performance.
- eCFR 5 CFR 432.105 (proposing and taking action), read 2026-10-17:
(B) An agency may extend this advance notice period for a period not to exceed 30 days under regulations prescribed by the head of the agency.
- eCFR 5 CFR 432.105 (proposing and taking action), read 2026-10-17:
The agency shall make its final decision within 30 days after expiration of the advance notice period.
- OPM: poor performance - taking action (quick guide), read 2026-10-17:
Issue decision within 30 days after notice period expires; a higher-level official concurs
- OPM: poor performance - taking action (quick guide), read 2026-10-17:
Give employee 30 days advance written notice.
- Fair Work Ombudsman: unfair dismissal, read 2026-10-17:
If you think you’ve been unfairly dismissed, you need to apply to the Commission within 21 days of your dismissal.
- Canada: termination, layoff or dismissal (federal labour standards), read 2026-10-17:
severance pay if they had more than 12 months of continuous service
- Canada: termination, layoff or dismissal (federal labour standards), read 2026-10-17:
For an employee who has completed at least 3 years of service, the minimum notice requirement is equivalent to 1 week per completed year of employment, up to a maximum of 8 weeks of notice, or
- Ontario ESA guide: termination of employment, read 2026-10-17:
8 years or more 8 weeks
- OPM: poor performance - taking action (quick guide), read 2026-10-17:
Provide a reasonable time to reply, not less than 7 days.
- Ontario ESA guide: termination of employment, read 2026-10-17:
7 years but less than 8 years 7 weeks
- business.gov.uk: unfair dismissal rights, read 2026-10-17:
For employees with at least 6 months’ qualifying service, an employer will need to ensure that the non-renewal of their fixed-term contract on expiry constitutes a fair dismissal.
- Ontario ESA guide: termination of employment, read 2026-10-17:
6 years but less than 7 years 6 weeks
- business.gov.uk: unfair dismissal rights, read 2026-10-17:
the qualifying period for protection against ‘ordinary’ unfair dismissal will be reduced from 2 years to 6 months
- Fair Work Ombudsman: small business and the Fair Work Act (best practice guide), read 2026-10-17:
Notice of termination 1–5 weeks notice (or pay instead of notice) based on length of employment and age No entitlement to notice of termination
- Ontario ESA guide: termination of employment, read 2026-10-17:
5 years but less than 6 years 5 weeks
- Ontario ESA guide: termination of employment, read 2026-10-17:
4 years but less than 5 years 4 weeks
- Ontario ESA guide: termination of employment, read 2026-10-17:
3 years but less than 4 years 3 weeks
- Acas: unfair dismissal, read 2026-10-17:
There are strict time limits for making a claim to an employment tribunal. Someone might only have 3 months minus 1 day from the date their employment ended.
- Canada: termination, layoff or dismissal (federal labour standards), read 2026-10-17:
provide the employee with a minimum of 2 weeks’ written notice.
- Ontario ESA guide: termination of employment, read 2026-10-17:
1 year but less than 3 years 2 weeks
- Acas: unfair dismissal, read 2026-10-17:
It might be unfair dismissal if an employee worked for their employer for at least 2 years and any of the following apply:
- business.gov.uk: unfair dismissal rights, read 2026-10-17:
For employees who have worked for their employer for 1 month to 2 years, the statutory notice period is 1 week.
- eCFR 5 CFR 432.105 (proposing and taking action), read 2026-10-17:
(3) A proposed action may be based on instances of unacceptable performance which occur within a 1 year period ending on the date of the notice of proposed action.
- Ontario ESA guide: termination of employment, read 2026-10-17:
Period of employment Notice required Less than 1 year 1 week
- eCFR 5 CFR Part 432 (performance-based reduction in grade and removal), read 2026-10-17:
(2) If an employee has performed acceptably for 1 year from the beginning of an opportunity to demonstrate acceptable performance (in the critical element(s) for which the employee was afforded an opportunity to de
- eCFR 5 CFR Part 432 (performance-based reduction in grade and removal), read 2026-10-17:
(2) In the competitive service serving in an appointment which is not subject to a probationary or trial period, and has completed 1 year of current continuous employment in the same or similar position(s) under other than a temporary appointment limited to 1 year or less;
Read in full, publishes no figure
5 named sources were read in full on the dates shown and print no usable figure. They are counted, never filled in.
- Acas: dismissals for capability or conduct, read 2026-10-17: read in full and no accepted figure on the page
- GOV.UK: dismissing staff - fair dismissals, read 2026-09-12: read in full and no accepted figure on the page
- Treasury Board Directive on Performance Management (Canada), read 2026-09-12: read in full and no accepted figure on the page
- Treasury Board Directive on Performance and Talent Management for Executives (Canada), read 2026-09-12: read in full and no accepted figure on the page
- Fair Work Ombudsman: managing employee performance (small business), read 2026-10-03: read in full and no accepted figure on the page
Methodology
Every row is a verbatim sentence read from the named source's own page through our fetch service on the date shown, hash-pinned to the stored read (the sha of the page's visible text; the raw page is mirrored to R2).
10 of the 15 named sources that could be read published a usable figure; 5 published none and are recorded as not published, never filled in; 0 could not be read (blocked, dead or unreachable) and count nowhere.
The headline figures (median, minimum, maximum, quartiles) are over ONE figure per source for each breakdown it prices, in week (a source's median where its page yielded several accepted sentences for one breakdown), so a page that gives figures for several breakdowns gives one for each and N counts 12 figures, never sentences; 111 candidate sentence(s) were refused by a reviewer with the reason recorded.
The fuller derivation this dataset is chartered to grow into (not yet what the figures above are; they are each source's own published figure as read): one row per jurisdiction per step: whether an improvement period is required at all, its minimum length where the law or code states one, how many written warnings, the advance notice of the proposed action, the qualifying service before an unfair-dismissal claim, the statutory notice by length of service, and what the employer must put in a performance agreement; the comparison ACROSS jurisdictions is the figure nobody publishes (the US federal 30-day advance notice and 1-year look-back against the UK's code-driven 'reasonable opportunity' against Australia's warning requirement against Canada's 12 months' service), each quoted from its own authority with the effective date, plus changed-since (the UK qualifying period moving from two years is a dated change)
111 candidate sentences on these pages were refused by a reviewer; each refusal and its reason is recorded in the review ledger.
Sources (15)
- Acas: dismissals for capability or conduct(the publisher's own terms; quoted for reporting and comment)
- Acas: unfair dismissal(the publisher's own terms; quoted for reporting and comment)
- GOV.UK: dismissing staff - fair dismissals(the publisher's own terms; quoted for reporting and comment)
- business.gov.uk: unfair dismissal rights(the publisher's own terms; quoted for reporting and comment)
- eCFR 5 CFR Part 432 (performance-based reduction in grade and removal)(the publisher's own terms; quoted for reporting and comment)
- eCFR 5 CFR 432.105 (proposing and taking action)(the publisher's own terms; quoted for reporting and comment)
- OPM: poor performance - taking action (quick guide)(the publisher's own terms; quoted for reporting and comment)
- Canada Labour Code s.240 (unjust dismissal)(the publisher's own terms; quoted for reporting and comment)
- Ontario ESA guide: termination of employment(the publisher's own terms; quoted for reporting and comment)
- Treasury Board Directive on Performance Management (Canada)(the publisher's own terms; quoted for reporting and comment)
- Treasury Board Directive on Performance and Talent Management for Executives (Canada)(the publisher's own terms; quoted for reporting and comment)
- Fair Work Ombudsman: managing employee performance (small business)(the publisher's own terms; quoted for reporting and comment)
- Fair Work Ombudsman: unfair dismissal(the publisher's own terms; quoted for reporting and comment)
- Fair Work Ombudsman: small business and the Fair Work Act (best practice guide)(the publisher's own terms; quoted for reporting and comment)
- Canada: termination, layoff or dismissal (federal labour standards)(the publisher's own terms; quoted for reporting and comment)
Cite or embed this figure
Cite or embed this figure
The Poor Performance Law carries 12 published figures read from 10 sources' own pages, from 1 to 8 week, read 17 October 2026.
10 of the 15 named sources read in full publish a figure; 5 publish none, read 17 October 2026.
Poor Performance Law, step statutory-notice-minimum: median 1.50 week across 2 sources, read 17 October 2026.
Poor Performance Law, step statutory-notice-maximum: median 6.50 week across 2 sources, read 17 October 2026.
Poor Performance Law, step severance-qualifying-service: median 12 month across 1 source, read 17 October 2026.
Poor Performance Law, step unfair-dismissal-claim-deadline: median 55.50 day across 2 sources, read 17 October 2026.
Poor Performance Law, step unfair-dismissal-claim-deadline: median 3 month across 1 source, read 17 October 2026.
Poor Performance Law, step qualifying-service-unfair-dismissal: median 6 month across 1 source, read 17 October 2026.
Poor Performance Law, step lookback-period-for-instances: median 1 year across 1 source, read 17 October 2026.
Poor Performance Law, step advance-notice-of-proposed-action: median 30 day across 2 sources, read 17 October 2026.
Poor Performance Law, step advance-notice-extension: median 30 day across 1 source, read 17 October 2026.
Poor Performance Law, step decision-after-notice-period: median 30 day across 2 sources, read 17 October 2026.
Poor Performance Law, step minimum-time-to-reply: median 7 day across 1 source, read 17 October 2026.
Poor Performance Law, step statutory-notice-under-1-year: median 1 week across 1 source, read 17 October 2026.
Poor Performance Law, step statutory-notice-1-to-3-years: median 2 week across 1 source, read 17 October 2026.
Poor Performance Law, step statutory-notice-3-to-4-years: median 3 week across 1 source, read 17 October 2026.
Poor Performance Law, step statutory-notice-4-to-5-years: median 4 week across 1 source, read 17 October 2026.
Poor Performance Law, step statutory-notice-5-to-6-years: median 5 week across 1 source, read 17 October 2026.
Poor Performance Law, step statutory-notice-6-to-7-years: median 6 week across 1 source, read 17 October 2026.
Poor Performance Law, step statutory-notice-7-to-8-years: median 7 week across 1 source, read 17 October 2026.
Poor Performance Law, step statutory-notice-8-years-plus: median 8 week across 1 source, read 17 October 2026.
Poor Performance Law, step unfair-dismissal-qualifying-service: median 2 year across 1 source, read 17 October 2026.
Poor Performance Law, step unfair-dismissal-qualifying-service-change: median 6 month across 1 source, read 17 October 2026.
Poor Performance Law, step look-back: median 1 year across 1 source, read 17 October 2026.
Poor Performance Law, step appeal-qualifying-service: median 1 year across 1 source, read 17 October 2026.
Cite as: "Orgplanly Poor Performance Law", updated 2026-10-19, https://orgplanly.com/datasets/poor-performance-law/.
Download the CSV (28 rows, computed 2026-10-19)