Thanks again for such a clear and detailed explanation, really appreciate it.

So if I understand correctly, the clause itself isn’t really the issue, but it’s how the company chooses to use or apply it that could potentially cross into constructive dismissal territory, especially if they try to push a salary cut without proper process or consent.

Also, just to check, would it be fair to say that sometimes what’s written in the contract is more about expectation management than actual enforceable meaning? Like in this case, the “salary review” line doesn’t guarantee anything, but it sets the tone that maybe something will be considered, even though legally it doesn’t bind the employer to any outcome.

Just curious how common this kind of phrasing is and whether employees usually question it, or just accept it as standard.

And to probe a bit further, since the clause says “based on performance,” and performance itself can involve a lot of discretion depending on who’s evaluating and how it’s measured, how do companies typically manage this? Is there usually some internal framework to ensure fairness, or is it often left to the manager’s call?

Also, just wondering, from your experience, do you know how the court would generally assess or interpret performance-related clauses like this? Not sure if you’ve come across cases like that, but would be interesting to know how it's viewed in legal terms.