Performance Improvement Plans (PIPs)

Performance improvement plans help address underperformance formally while giving employees a fair chance to improve.

What Is a PIP?

Definition

A performance improvement plan is:

• Formal documented process
• Sets out performance concerns
• Defines required improvements
• Provides support measures
• Sets timeframe for review

Purpose

PIPs aim to:

Goal	Explanation
Clarity	Employee understands expectations
Support	Help provided to improve
Fairness	Chance to meet standards
Documentation	Record of process
Protection	Evidence for potential dismissal

When PIPs Are Used

Appropriate Situations

Situation	PIP Appropriate?
Ongoing underperformance	Yes
After informal support failed	Yes
Skills gap identified	Yes
Quality issues	Yes
Productivity concerns	Yes
One-off mistake	Usually no
Misconduct	No - use disciplinary

Not Appropriate For

PIPs shouldn't be used for:

• Deliberate misconduct
• Attitude problems (may need disciplinary)
• Issues needing immediate action
• Where no real chance of improvement

PIP Content

Essential Elements

Element	What to Include
Current performance	Specific concerns with examples
Required standards	Clear targets and expectations
Support offered	Training, coaching, resources
Review points	Regular check-in dates
Timeframe	Duration of PIP
Consequences	What happens if no improvement

Example Structure

1. Background - role, context, previous discussions
2. Performance concerns - specific issues with dates/examples
3. Required improvement - measurable targets
4. Support measures - what employer will provide
5. Review schedule - when progress will be checked
6. Duration - how long the PIP runs
7. Outcome - what happens at end

PIP Process

Step by Step

1. Investigation - confirm performance issues exist
2. Meeting - discuss concerns with employee
3. Draft PIP - create improvement plan
4. Issue PIP - explain and give to employee
5. Support - provide agreed help
6. Reviews - regular progress meetings
7. Final review - assess overall improvement
8. Outcome - close PIP or escalate

Timeframes

PIP Duration	Typically Used For
4 weeks	Simple skill gaps
6-8 weeks	Standard performance issues
12 weeks	Complex roles or issues
Longer	Exceptional circumstances

Employee Rights

During a PIP

You're entitled to:

• Know the specific concerns
• Understand required standards
• Receive promised support
• Have regular reviews
• Respond to concerns
• Request reasonable adjustments

At Meetings

• Right to be accompanied (if disciplinary element)
• Right to respond
• Right to raise concerns
• Right to request notes

Responding to a PIP

Initial Response

Consider:

• Do you understand the concerns?
• Are targets realistic?
• Is support adequate?
• Is timeframe fair?
• Any mitigating factors?

Challenging a PIP

You can:

• Request clarification of concerns
• Challenge unfair targets
• Request more support
• Raise mitigating factors
• Submit written response
• Raise a grievance (carefully)

During the PIP

Do	Don't
Engage constructively	Ignore or refuse
Document your efforts	Miss review meetings
Request help when needed	Blame others
Track your progress	Make excuses
Communicate problems	Stay silent about barriers

Support During PIPs

Types of Support

Support Type	Examples
Training	Courses, workshops
Coaching	Manager or mentor support
Resources	Tools, equipment, materials
Time	Reduced workload during PIP
Adjustments	Modified duties if appropriate

Employer Obligations

Employer should:

• Provide promised support
• Give regular feedback
• Be available to help
• Document progress
• Act fairly and consistently

Reviews and Feedback

Regular Reviews

During PIP:

• Scheduled progress meetings
• Honest assessment of progress
• Updated targets if needed
• Additional support discussion
• Documentation of discussion

What to Expect

Outcome	Meaning
On track	Progressing well
Some improvement	Partial progress, continue
No improvement	May extend or escalate
Significant improvement	May end PIP early

Possible Outcomes

Successful Completion

If you meet standards:

• PIP closed
• Normal working resumes
• May have monitoring period
• Record kept on file

Unsuccessful PIP

If standards not met:

• PIP may be extended
• Warning may be issued
• Dismissal may be considered
• Appeal rights apply

Extension

PIP may be extended if:

• Some progress made
• More time would help
• External factors affected period
• Fair to give more opportunity

PIPs and Dismissal

Fair Process

For dismissal to be fair after PIP:

• Genuine performance concerns
• Clear standards set
• Adequate support provided
• Reasonable timeframe given
• Fair assessment at end
• Alternatives considered

Tribunal Considerations

Tribunal asks:

• Was PIP reasonable?
• Were targets achievable?
• Was support adequate?
• Was enough time given?
• Was assessment fair?

Common Concerns

"Is this a way to push me out?"

Sometimes PIPs are used unfairly. Warning signs:

• Unrealistic targets
• Inadequate support
• Very short timeframe
• No real chance to improve
• Predetermined outcome

"Can I refuse a PIP?"

Refusing may:

• Escalate the situation
• Lead to disciplinary action
• Make dismissal more likely
• Remove support opportunity

Better approach: Engage but raise concerns.

"Should I resign?"

Consider:

• Strength of your case
• Alternative employment
• Financial situation
• Settlement possibility
• Reference implications

Practical Tips

For Employees

1. Take it seriously - engage with the process
2. Document everything - keep records
3. Seek support - use what's offered
4. Communicate - raise barriers early
5. Track progress - evidence improvements
6. Get advice - if concerned about fairness

Evidence to Keep

• Copy of PIP document
• Notes from all meetings
• Evidence of your work
• Training completion records
• Emails about support
• Progress you've made

Legal Considerations

Unfair Dismissal

Dismissal after PIP can be unfair if:

• PIP was unreasonable
• Targets were impossible
• Support wasn't provided
• Process wasn't followed
• Assessment was biased

Discrimination

Consider if PIP relates to:

• Disability requiring adjustments
• Pregnancy-related issues
• Protected characteristic
• Discriminatory treatment

Constructive Dismissal

May arise if:

• PIP used to force resignation
• Targets deliberately impossible
• Environment made intolerable
• Breach of trust and confidence