Definition
A formal document that sets out specific performance concerns, measurable improvement targets, the support that will be provided, and a defined timeframe for the employee to demonstrate improvement. A PIP is typically used when informal discussions have not resolved performance issues.
UK Context
A PIP forms part of the capability procedure under UK employment law. If the employee fails to improve, the PIP documentation supports a fair dismissal for capability under the Employment Rights Act 1996. The ACAS Code of Practice on Disciplinary and Grievance Procedures applies to capability dismissals, so employers must follow a fair process.
Best Practices
- Set specific, measurable, and achievable targets with clear deadlines (typically 30 to 90 days)
- Provide genuine support such as training, coaching, or adjusted workload to help the employee improve
- Hold regular review meetings during the PIP period and document progress at each stage
Frequently Asked Questions
How long should a PIP last?
PIPs typically last between 30 and 90 days, depending on the nature of the performance issues and the time reasonably needed to demonstrate improvement. Complex skill gaps may require longer periods. The timeframe should be realistic and clearly communicated.
Can an employee refuse to sign a PIP?
An employee can decline to sign a PIP, but this does not prevent the employer from implementing it. The employer should note the refusal, confirm the PIP in writing, and continue with the process. The employee's refusal to sign does not invalidate the PIP or any subsequent action.