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Employment Rights Act 1996: Primary legislation setting out basic employment rights, unfair dismissal provisions, and requirements for performance improvement procedures. This is fundamental for any performance management process.

Equality Act 2010: Legislation ensuring performance feedback is objective and non-discriminatory, protecting against bias based on protected characteristics (age, gender, race, disability, etc.) and requiring reasonable adjustments for disabled employees.

Data Protection Act 2018 and UK GDPR: Regulations governing how personal performance data must be processed, stored, and accessed, ensuring employee privacy rights and proper data handling in performance records.

Human Rights Act 1998: Legislation ensuring right to fair treatment, protecting privacy rights, and maintaining dignity at work during performance management processes.

ACAS Code of Practice: While not legislation, these are important guidelines considered by courts, providing guidance on fair feedback processes and best practices for performance management procedures.

Company Policies: Internal regulations and procedures that must align with statutory requirements while setting out specific performance management processes for the organization.

Employment Contract Terms: Specific contractual obligations and terms that may affect how performance management is conducted and what processes must be followed.

Industry-Specific Regulations: Any sector-specific rules or requirements that may impact performance management processes in particular industries.

Collective Agreements: Any existing agreements with unions or worker representatives that may contain specific provisions about performance management processes and procedures.