{"id":307,"date":"2026-09-10T12:56:52","date_gmt":"2026-09-10T10:56:52","guid":{"rendered":"https:\/\/bacciardidev.advmedialab.com\/licenziamento-per-scarso-rendimento-quando-e-davvero-possibile\/"},"modified":"2026-11-03T16:52:36","modified_gmt":"2026-11-03T15:52:36","slug":"dismissal-for-poor-performance-when-is-it-really-possible","status":"publish","type":"post","link":"https:\/\/bacciardidev.advmedialab.com\/en\/dismissal-for-poor-performance-when-is-it-really-possible\/","title":{"rendered":"Dismissal for Poor Performance: When Is It Really Possible?"},"content":{"rendered":"[vc_row type=”in_container” full_screen_row_position=”middle” column_margin=”default” column_direction=”default” column_direction_tablet=”default” column_direction_phone=”default” scene_position=”center” text_color=”dark” text_align=”left” row_border_radius=”none” row_border_radius_applies=”bg” row_position_desktop=”default” row_position_tablet=”inherit” row_position_phone=”inherit” overflow=”visible” overlay_strength=”0.3″ gradient_direction=”left_to_right” shape_divider_position=”bottom” bg_image_animation=”none”][vc_column column_padding=”no-extra-padding” column_padding_tablet=”inherit” column_padding_phone=”inherit” column_padding_position=”all” flex_gap_desktop=”10px” column_element_direction_desktop=”default” column_element_spacing=”default” desktop_text_alignment=”default” tablet_text_alignment=”default” phone_text_alignment=”default” background_color_opacity=”1″ background_hover_color_opacity=”1″ column_backdrop_filter=”none” column_shadow=”none” column_border_radius=”none” column_link_target=”_self” column_position=”default” max_width_alignment_desktop=”default” max_width_alignment_tablet=”inherit” max_width_alignment_phone=”inherit” gradient_direction=”left_to_right” overlay_strength=”0.3″ width=”1\/1″ tablet_width_inherit=”default” animation_type=”default” bg_image_animation=”none” border_type=”simple” column_border_width=”none” column_border_style=”solid”][vc_column_text text_direction=”default”]By Michele Sacchi \u2013 Of Counsel, Labour Law Department<\/strong><\/p>\n

\"\"<\/p>\n

 <\/p>\n

One of the most delicate situations for entrepreneurs and HR managers is certainly that of an employee who, over time, records a level of productivity significantly below the company\u2019s expectations or that of comparable colleagues.<\/p>\n

The question that often arises is straightforward: can an employee be dismissed because they \u201cproduce too little\u201d?<\/em><\/p>\n

The answer is yes, but only under very strict conditions.<\/p>\n

The Italian Supreme Court, including in judgments no. 9453\/2023 and no. 20284\/2023, has reiterated that dismissal for poor performance constitutes a form of dismissal for subjective justified reason pursuant to Article 3 of Law no. 604\/1966 and therefore requires proof of a serious breach of the employee\u2019s contractual obligations<\/em>.<\/p>\n

Simply failing to meet targets is not enough<\/strong><\/h2>\n

The case law is very clear on one fundamental point: in an employment relationship, an employee does not normally assume an obligation to achieve a specific result, but rather an obligation to perform their duties with appropriate diligence.<\/p>\n

This means that the mere failure to achieve targets, budgets or KPIs is not, in itself, sufficient to justify dismissal.<\/p>\n

The employer must instead demonstrate that the poor performance results from:<\/p>\n

    \n
  • negligence;<\/li>\n
  • lack of commitment;<\/li>\n
  • insufficient professional diligence;<\/li>\n
  • culpable and repeated conduct by the employee.<\/li>\n<\/ul>\n

    In other words, it is not enough to show that the employee \u201cperforms poorly\u201d: the employer must prove that the poor performance is attributable to the employee\u2019s own conduct<\/em>.<\/p>\n

    The elements that the Supreme Court considers decisive<\/strong><\/h2>\n

    The most recent judgments place particular emphasis on a number of key factors.<\/p>\n

    1. Clear and verifiable objectives<\/strong><\/h3>\n

    The employer must be able to demonstrate:<\/p>\n

      \n
    • work programmes;<\/li>\n
    • KPIs;<\/li>\n
    • productivity standards;<\/li>\n
    • assigned objectives;<\/li>\n
    • objective evaluation criteria.<\/li>\n<\/ul>\n

      The more these elements are formalised and shared, the stronger the basis for sustaining the dismissal.<\/p>\n

      2. Comparison with colleagues<\/strong><\/h3>\n

      A central element is the comparison with comparable employees.<\/p>\n

      The Supreme Court considers it legitimate to assess, for example:<\/p>\n

        \n
      • clients acquired;<\/li>\n
      • sales visits;<\/li>\n
      • matters handled;<\/li>\n
      • sales completed;<\/li>\n
      • production volumes,<\/li>\n<\/ul>\n

        by comparing the employee\u2019s results with those achieved by other employees performing similar duties.<\/p>\n

        3. Persistence over time<\/strong><\/h3>\n

        An occasional decline in productivity is not sufficient.<\/p>\n

        Poor performance must be:<\/p>\n

          \n
        • consistent;<\/li>\n
        • repeated;<\/li>\n
        • significant over time.<\/li>\n<\/ul>\n

          4. Disciplinary procedure<\/strong><\/h3>\n

          Since dismissal for poor performance falls within dismissal for subjective justified reason, the disciplinary procedure provided for under Article 7 of the Italian Workers\u2019 Statute must be fully complied with:<\/p>\n

            \n
          • written notification of the allegations;<\/li>\n
          • opportunity for the employee to present a defence;<\/li>\n
          • assessment of the employee\u2019s explanations;<\/li>\n
          • proportionality of the sanction.<\/li>\n<\/ul>\n

            A matter requiring particular caution<\/strong><\/h2>\n

            Many disputes arise from allegations that are too generic or from purely \u201cintuitive\u201d assessments of an employee\u2019s poor performance.<\/p>\n

            By contrast, dismissal for poor performance requires a highly technical approach based on objective criteria, proper comparisons and a rigorous evidentiary framework.<\/p>\n

            For this reason, preventive assistance from professionals specialised in employment law and industrial relations often makes the difference between a defensible dismissal and high-risk litigation.<\/p>\n

            The Employment Law and Industrial Relations Department of Bacciardi Partners<\/strong> regularly assists companies, HR managers and corporate groups in managing complex disciplinary matters, supporting management both at the preventive stage and in any subsequent litigation.[\/vc_column_text][\/vc_column][\/vc_row]\n","protected":false},"excerpt":{"rendered":"

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