What Is a Performance Improvement Plan (PIP) and Your Rights as an Employee?
A Performance Improvement Plan should be a genuine support process and not a shortcut to dismissal. Under UK employment law and ACAS guidance, employees have rights when placed on a PIP, including:
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The right to understand why the PIP has been issued
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Clear, measurable, and achievable performance objectives
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Reasonable timescales to improve
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Support, training, and guidance from your employer
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Protection from unfair treatment, discrimination, bullying, or victimisation
When Should You Get Advice About a PIP?
Early advice can make a significant difference to the outcome. You should seek advice as soon as possible if:
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You’ve just been placed on a PIP
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You’re worried dismissal is the real aim
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The process feels unfair or rushed
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Bullying or harassment is involved
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Your mental health is being affected
What Outcomes Can GHR Source Help You Achieve?
Every PIP situation is different. GHR Source helps you understand what outcomes are realistically achievable, and how to pursue them safely and strategically.
A Fairer and More Realistic PIP
We review your PIP to ensure targets are reasonable, measurable, and achievable. If expectations are unclear or unfair, we help you challenge them and push for a genuinely supportive process.
Extra Time, Support, or Training
We guide you to request additional time, training, or adjustments if your PIP ignores workload pressures, health issues, or recent role changes, ensuring the process remains fair and lawful.
A Pause or Review of the Performance Process
If your PIP is premature, lacks proper evidence, or skips procedures, we help you request a pause or formal review to ensure the process is fair and justified.
A Formal Grievance Where Appropriate
When a PIP is linked to bullying, discrimination, or victimisation, we advise on raising a grievance safely, documenting concerns professionally, and protecting your position throughout the process.
Protecting Your Position While You Plan Next Steps
We help you navigate your PIP while safeguarding income, reputation, and wellbeing, whether staying in your role, negotiating changes, or planning an informed and controlled next step.
How Can We Help You Handle a Performance Improvement Plan?
GHR Source helps you identify what is really driving the PIP and guides you on how to respond strategically and confidently.
We regularly support employees who have been placed on a PIP after experiencing:
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Micromanagement or excessive monitoring of their work
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Sudden negative feedback with no prior warnings or support
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Harassment, intimidation, or unfair treatment by a manager or colleague
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Being targeted following pregnancy, illness, disability, or whistleblowing
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A toxic or hostile working environment that undermines performance
Signs Your Performance Improvement Plan May Be Unfair
Not all PIPs are lawful or reasonable. Warning signs include:
Vague or constantly changing targets
No prior feedback before the PIP
Unrealistic improvement timescales
Lack of training or support
Being singled out compared to colleagues
A history of conflict, complaints, or bullying
Why Choose GHR Source?
Your career comes first and we provide expert, confidential HR support to protect and empower employees.
We Support
Employees Only
We focus completely on your needs and never advise employers or organizations, giving you unbiased loyalty and guidance.
Expert
HR Knowledge
We understand performance management and how PIPs can be misused, helping you navigate them effectively.
Confidential
& Independent
Your concerns stay fully private and your employer is never contacted without your explicit consent.