Goals And Performance Review Template for England and Wales

A Goals and Performance Review document is a structured framework that enables employers in England and Wales to manage employee performance legally and effectively. This essential HR tool combines objective-setting, performance measurement, and feedback documentation while ensuring compliance with UK employment legislation including the Employment Rights Act 1996, Equality Act 2010, and data protection requirements under UK GDPR.

When do you need this document?

You need a Goals and Performance Review document during annual or bi-annual performance cycles, when setting new employee objectives, addressing performance concerns, or planning career development. It's particularly crucial when documenting underperformance issues that might lead to disciplinary action, as proper performance management records provide essential legal protection. You'll also need this document when promoting employees, adjusting roles, or conducting probationary reviews. Many employers use these reviews quarterly to maintain ongoing performance dialogue and ensure objectives remain aligned with business goals.

Key legal considerations

Your performance review process must comply with equality legislation, ensuring goals and assessments don't discriminate against protected characteristics. Under the Equality Act 2010, you must consider reasonable adjustments for disabled employees and avoid indirect discrimination in target-setting. The review should include clear, measurable objectives linked to job descriptions and company values. Documentation quality is critical - vague comments or subjective assessments can undermine legal protection if performance issues escalate. You must also ensure consistency across all employees to avoid discrimination claims. Data protection compliance is essential, as performance data constitutes personal information requiring secure storage, defined retention periods, and employee access rights under UK GDPR.

Legal requirements in England and Wales

Under the Employment Rights Act 1996, performance management processes must be fair and documented if they may lead to disciplinary action or dismissal. You must follow ACAS Code of Practice guidelines, which emphasize the importance of clear communication, regular feedback, and giving employees opportunities to improve. The Human Rights Act 1998 protects employee dignity and privacy during reviews, requiring respectful treatment and confidential handling of sensitive information. Your review process should align with written terms of employment, particularly any performance-related clauses in contracts. If performance issues arise, you must provide reasonable time and support for improvement before considering formal action. Documentation should be objective, factual, and focused on work-related behaviors rather than personal characteristics, ensuring any subsequent employment decisions can be legally justified.