From 1 January 2027, the financial exposure for unfair dismissal will change fundamentally, with damages becoming uncapped.
For corporates, this creates a material and largely untested exposure when managing underperformance at senior executive level. Where the financial risk could extend into multi-year, multi-million pound claims, ignoring the law is not an option.
At the same time, traditional performance management approaches, especially for highly paid executives and PLC directors, are difficult to deploy without creating practical, legal, reputational and market risk.
With less than a year to prepare, many organisations have yet to reassess whether their current approach would withstand challenge in this new landscape.
We are convening a roundtable in September to discuss:
- where the real risk sits from 2027 onwards
- why existing approaches may no longer be fit for purpose
- how leading organisations are beginning to rethink senior executive performance management
- where we believe a realistic, pragmatic and robust solution lies, which answers the question of how you will performance manage your highly paid employees in a new employment world
The session will be held under Chatham House Rule to enable a candid, peer-level discussion. We will leave you with a suggested route forward for your organisation and the opportunity to debate other solutions that are being discussed in the market. With enough time to prepare before 1 January 2027, your Board can be satisfied that the issue has been considered and strategies for managing the issues thrown up by the legal change hare being addressed.
Please note, this event is aimed exclusively at General Counsels, Chief People Officers, or HR Directors (or equivalent) only.