Whether you're interested in the smaller business community, are planning to start a business or have an existing business, we have a package for you.
Our most popular package is FSB Business Essentials which includes a whole range of benefits and products designed to make your business fly
A suite of legal benefits including a dedicated helpline, bundled insurance products and a range of online information to keep your business safe. Plus a whole range of negotiated benefits to help save you money and win business.
Our Business Creation package is designed to make starting a business simpler, allowing you time to focus on what's important - making it a success.
Specialist company formation benefits, access to FSB networking, business banking and a range of products to help get you setup in business.
Joining FSB Connect is free and is a great way to be part of the FSB Community and have your voice heard.
You'll be able to access specialist networking events with like-minded members of the community and have your say in our Big Voice survey panel.
Whatever your circumstances, we have a package to suit you and your business. Click the button below to see which benefits are included in each package and start your FSB journey.
'Within a few weeks of joining we'd taken advantage of FSB’s Online Legal Documents. We started a graduate programme and access to these documents gave us an understanding of the legal side, and has helped us to create a number of processes and procedures.'
'When we first took on a member of staff, we used the online legal document template library. FSB does more important stuff than you think it does, there are lots of member benefits, probably more than we actually use.'
'Having somebody like FSB behind you is fantastic. There is a whole team behind the organisations, whatever is required: support, advice, finance, you know that you’re not alone, you’ve got FSB.'
We represent a diverse range of businesses from retailers to marketing agencies and just about everything in between. Take a look at more member stories and see how we could help your business fly.
More Member Stories
We offer three packages to suit your business needs. Joining FSB Connect is free, our Business Essentials package starts at £172.50 in the first year and our specialist Business Creation package has a fixed price of £129.
Where an employee is underperforming, it’s important to tackle the issue fairly and promptly. If the performance issues are minor, it’s best to deal with these informally by counselling and training the employee. Start by making sure they have an up-to-date job description which sets out their duties and responsibilities. If appropriate, set out the required standards of achievement for each duty. You can also conduct regular staff appraisals as a means of assessing performance.
Where the performance issues are more serious or are persistent, you’ll need to institute a formal performance-management procedure, which needs to comply with the ACAS code of practice on disciplinary and grievance procedures.*
The starting point is to investigate whether there are any underlying reasons for the employee’s poor performance, or whether it could be a misconduct issue rather than a lack of capability. If it is a misconduct issue, follow your disciplinary procedure instead.
Once you’re ready to proceed, write to the employee to arrange a formal performance-review meeting on prior written notice, and enclose full details of the poor performance issues and copies of any supporting evidence. Be aware that the employee has a statutory right to be accompanied at the meeting by a work colleague, trade union official or trade union representative.
At the meeting itself, discuss the problem objectively and give the employee a chance to explain their underperformance. Then discuss and set out the improvement needed and a reasonable timescale for achievement. Three months is a typical improvement period for non-managerial employees. You also need to make sure that any targets you set are reasonable and achievable and that you offer training, supervision and other support to aid improvement – the primary aim of the performance-review process is to improve the employee’s performance, not to dismiss them!
After the meeting has taken place, you should confirm your discussions in writing and you need to formally warn the employee that a failure to reach the required standards could lead to their dismissal in due course – this should constitute a formal performance warning. Give the employee a right of appeal against the warning. Thereafter, hold interim review meetings so you can discuss how the employee is getting on.
If the employee then sufficiently improves, your procedure is at an end. However, if they fail to improve to an adequate level within the agreed timescale, you’ll need to hold a further formal meeting along the same lines as the first. After that meeting, you’ll need to issue a final performance warning, confirming the further timescale for improvement and warning that a failure to improve to the required levels is likely to result in dismissal. Again, give the employee a right of appeal.
The three stages in a performance management procedure are normally a performance warning, a final performance warning and dismissal. So if the employee still fails to improve, you’ll need to follow the meeting procedure again before taking any final dismissal decision. In addition, at that stage, you should consider whether there’s any alternative employment within the business that may be more suited to the employee’s capabilities.
If you do dismiss the employee on capability grounds following a full and fair performance-management procedure, you should confirm that decision in writing, identifying the reason for dismissal and the date of termination of employment – you’ll need to give proper notice or pay in lieu of notice. Again, give a right of appeal.
Finally, if the employee appeals at any stage, you’ll need to hold an appeal meeting, preferably chaired by a more senior manager, and you should confirm the appeal decision in writing.
National Federation of Self Employed & Small Businesses LimitedSir Frank Whittle Way / Blackpool / FY4 2FE. National Federation of Self Employed & Small Businesses Limited (FSB) is registered in England, number 1263540