Being placed on a Performance Improvement Plan (PIP) can be worrying, especially when you were not expecting your employer to raise concerns about your performance.
You may immediately start asking questions. Why have I been put on a PIP? Does it mean my employer is planning to dismiss me? Do I have to agree with the targets? What happens if I fail to meet them?
A Performance Improvement Plan is generally used to address specific performance concerns and give an employee a structured opportunity to improve. Acas says that if informal steps do not resolve performance concerns, an employer could consider setting up a PIP. The plan should set out specific objectives, a reasonable timeline and any further support or training the employee needs.
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What Is a Performance Improvement Plan?
A Performance Improvement Plan, commonly known as a PIP, is a structured process used to address concerns about an employee’s performance.
Rather than simply telling an employee that their work is not good enough, a PIP should give clearer information about what needs to improve and what standard the employee is expected to reach.
A PIP may include:
- Specific areas of performance that need improvement
- Clear objectives or targets
- A reasonable timeframe for improvement
- Details of training, coaching or support
- The way progress will be monitored
- What may happen if the required improvement is not achieved
Acas recommends that performance improvement plans set out specific objectives, a reasonable timeline and any further support or training required. Employers should also discuss the plan with the employee so they understand what is expected.
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Can an Employer Put You on a PIP Without Warning?
This is one of the most common questions employees ask when they suddenly receive a Performance Improvement Plan.
There is not a blanket requirement for every employer to give a separate formal warning before introducing a PIP. Acas guidance says employers can use informal steps to deal with performance concerns and, where those steps do not work, they could consider setting up a performance improvement plan.
However, that does not mean an employer can simply impose unreasonable expectations without properly explaining the concerns.
An employee should understand what performance issue has been identified, what improvement is expected and how that improvement will be assessed. Employers should also consider whether the employee has been given appropriate support, training and resources.
For example, if an employee has recently been given new responsibilities but has not received the necessary training, that may be relevant when assessing the reason for the performance problem.
Employers dealing with performance issues can also seek guidance through Maison Lex employment law services for employers.
What Should a Fair PIP Include?
A properly structured PIP should give an employee a clear understanding of what they need to improve and how the employer will measure progress.
1. Clear Performance Concerns
The employer should identify the areas where it believes performance is below the required standard.
Simply telling an employee to “work harder” may not provide enough practical information. The employee needs to understand what part of their role is causing concern and what standard is expected.
The concerns should ideally relate to identifiable responsibilities, objectives or workplace standards connected to the employee’s role.
2. Specific Objectives
A PIP should contain objectives that are clear enough for both the employer and employee to understand.
For example, instead of using a vague instruction such as “improve communication”, an employer might identify a particular workplace responsibility, expected response time or measurable standard that applies to the role.
Clear objectives can also make later discussions easier because both sides can refer back to the same expectations.
3. A Reasonable Timeframe
An employee should generally be given a reasonable opportunity to improve.
The appropriate timeframe will depend on the employee’s role, the nature of the performance problem and the improvement expected. A straightforward issue may be capable of being addressed relatively quickly, while more complex performance concerns may require longer.
4. Support and Training
Performance problems can sometimes be caused by a lack of training, guidance, resources or support.
Acas states that employers should provide adequate resources to enable employees to do their jobs, which can include training.
Support can be particularly relevant when an employee has recently changed roles, taken on additional responsibilities or been required to use a new system.
Can You Be Dismissed After a PIP?
Potentially, yes. A PIP does not guarantee that an employee will keep their job.
If an employer has genuine concerns about an employee’s capability and the employee does not improve despite appropriate support, the employer may eventually consider dismissal.
However, the existence of a PIP does not automatically mean that a later dismissal will be fair.
Acas says that employers should have evidence of the performance problem and the steps taken to support the employee. It also states that dismissal should be a last resort where appropriate.
GOV.UK states that capability can be a potentially fair reason for dismissal, but employers must still act reasonably during the dismissal process.
Employees dealing with performance concerns, disciplinary action or dismissal can find further information through employment law services for employees.
What If the PIP Is Unfair or Impossible to Meet?
Employees sometimes feel that a PIP has been designed to set them up to fail. Whether that is actually the case depends on the circumstances and evidence.
There may be concerns where:
- The targets do not properly relate to the employee’s role
- Deadlines appear unrealistic
- Requirements have not previously been explained
- The employee has not received appropriate training or resources
- Similar employees appear to have been treated differently
- Relevant circumstances affecting performance have been ignored
- Disability-related issues or reasonable adjustments have not been considered
An employee should keep copies of the PIP, emails, meeting notes, performance reviews, targets and evidence relating to training or support.
Acas recommends keeping records of discussions about performance and making sure employees understand what is expected of them.
A clear written record can become important if the situation later develops into a capability procedure, disciplinary process or dismissal.
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What If Your Performance Problems Are Linked to a Disability?
This can be an important consideration where performance difficulties may be connected to a disability.
Acas says employers should discuss with the employee how they are performing, what is expected and what support or reasonable adjustments might help. Where an employee has a disability, reasonable adjustments may be required to remove or reduce a disadvantage at work.
Depending on the circumstances, adjustments might include changes to working arrangements, additional time for certain tasks, adjusted shift patterns or specialist equipment.
Employers should consider the individual circumstances rather than assuming that a performance issue has only one cause. Acas also states that employers should carry out a full and fair capability or performance procedure before deciding what further action is needed.
Do You Have to Sign a PIP?
An employer may ask an employee to sign or acknowledge a Performance Improvement Plan.
Before signing anything, the employee should read the document carefully and make sure they understand what it says.
It is important to distinguish between acknowledging that a document has been received and agreeing that every statement, target or allegation within it is accurate.
If you disagree with part of the PIP, you may wish to raise your concerns with your employer in writing. For example, you could explain that you are willing to work towards reasonable objectives while disagreeing with a particular factual statement, target or timeframe.
Where you need legal guidance on an employment document, you can learn more about the Maison Lex legal team.
What Should You Do If You Have Been Put on a PIP?
Being placed on a PIP does not automatically mean that you should resign or assume that dismissal is certain.
Start by understanding exactly what your employer says is wrong and what they expect you to do differently.
You may want to ask:
- What specific performance issue has been identified?
- What standard am I expected to meet?
- How will my performance be measured?
- What support or training will I receive?
- When will my progress be reviewed?
- What happens if I do not meet the targets?
You should also review your employment contract and any relevant capability, performance or disciplinary policies.
Keeping a written record of meetings, objectives, emails and feedback can help you understand how the situation is progressing and reduce the risk of misunderstandings.
Can a PIP Lead to Unfair Dismissal?
A PIP can form part of the evidence considered during a capability dismissal, but having a PIP does not automatically make a later dismissal fair or unfair.
The circumstances and procedure matter.
Acas says that employers should have evidence of poor performance and the steps taken to help the employee improve. Where an employer has its own capability procedure, it should follow that procedure, and the dismissal process must be fair.
GOV.UK also explains that even where an employer has a potentially fair reason for dismissal, the employer must act reasonably during the process.
Where an employment dispute is being resolved through a settlement agreement, specialist advice may be appropriate. You can learn more about settlement agreement solicitors.
What If Your Employer Is Using a PIP to Push You Out?
A PIP can sometimes feel like the beginning of a dismissal process, particularly where an employee is already facing serious performance concerns.
However, it is important to look at the evidence rather than assume the outcome.
Consider whether the targets genuinely relate to your role, whether expectations were clearly explained, whether you received appropriate support and whether relevant circumstances were properly considered.
It may also be useful to keep a written record of your work, communications, meetings and any concerns that you have raised.
Before taking action, you can review the Maison Lex pricing information and consider obtaining advice based on your circumstances.
What Happens If You Do Not Meet the PIP Targets?
The outcome will depend on the employer’s process and the circumstances of the case.
Acas explains that an employer may extend the timeframe where an employee has improved but has not yet reached the agreed standard. In other circumstances, a final written warning may be considered, followed by dismissal if the issue continues. The employer must follow a fair procedure before dismissal.
GOV.UK also sets out examples of how capability or performance concerns may progress through warnings and further meetings where appropriate.
This is why employees should understand the targets, timescales and potential consequences set out in the PIP.
Speak to a UK Employment Solicitor
If you have been placed on a Performance Improvement Plan and are concerned about what may happen next, obtaining advice early can help you understand your position.
Maison Lex advises employees across the UK on workplace disputes, performance issues, disciplinary matters, dismissal and other employment law concerns.
To learn more, visit employment law services for employees.
Frequently Asked Questions
Is a PIP a disciplinary warning?
Not necessarily. A Performance Improvement Plan is generally a performance-management tool. However, performance and disciplinary processes can overlap depending on the circumstances and the employer’s policies.
Can my employer put me on a PIP without warning?
There is no blanket requirement for every employer to give a separate formal warning before introducing a PIP. Acas says employers can consider a PIP where informal steps have not resolved performance concerns. The employer should still explain the concerns, set appropriate objectives and provide relevant support.
How long should a PIP last?
There is no single timeframe that applies to every employee or every performance problem. The timeframe should be reasonable in light of the employee’s role, the nature of the issue and the improvement expected.
Can my employer dismiss me after a PIP?
Potentially. If an employee does not improve despite appropriate support, an employer may eventually consider dismissal for capability. However, the employer must follow a fair procedure.
Can I challenge an unfair PIP?
You can raise concerns with your employer and explain why particular targets, deadlines or procedures may be unreasonable. If the situation develops into disciplinary action or dismissal, specialist employment law advice may be appropriate.
Final Thoughts
Being placed on a Performance Improvement Plan can be stressful, but it does not automatically mean that you will lose your job.
The important thing is to understand what your employer is asking you to improve, whether the objectives are reasonable, what support you are being given and what process will follow if the required improvement is not achieved.
If you are concerned that a PIP is being handled unfairly or that it may lead to disciplinary action or dismissal, obtaining legal advice early can help you understand your position.
Disclaimer: This article is for general information only and does not constitute legal advice. Employment law is fact-specific and can change. You should obtain advice based on your individual circumstances.
