Is Your PIP Legitimate
or Designed to Fail?

A formal process that documents an employee’s performance, issued by an employer outlining specific performance concerns, targets to meet, and a timeframe to meet them in. Can be a genuine development tool or a precursor to dismissal.

The measurable targets you are expected to hit during your PIP. These should be specific, realistic and agreed upon. Vague or constantly shifting metrics are a red flag.

The defined timeframe of your PIP, typically 30, 60 or 90 days. All progress should be formally assessed at the end of this period.

When an employer uses a PIP not to improve performance but to create a paper trail that justifies dismissal. Often characterised by unachievable targets and a lack of genuine support.

A legal term for when an employee is dismissed without fair reason or without following a fair process. A fabricated PIP can be grounds for an unfair dismissal claim.

When an employer's behaviour makes your working conditions so intolerable that you feel forced to resign. A bad faith PIP can contribute to a constructive dismissal claim.

If offered the opportunity to bring a colleague or representative to a PIP meeting, take it. Having a witness present can make a significant difference to how the process is conducted.

Your right to formally challenge the outcome of a PIP if you believe it was handled unfairly. Always check your employer's policy on how and when to appeal.

A term used in settlement discussions meaning the conversation cannot be used as evidence in legal proceedings. If your employer raises this during a PIP, seek advice immediately.

A legally binding agreement between employer and employee, often offered at the end of a PIP process. Signing one waives your right to make future employment claims. Never sign without independent legal advice.

Your legal right under GDPR to request all personal data your employer holds on you. This includes emails, meeting notes, performance records and any internal communications that mention you by name. In a PIP situation this can be a powerful tool, revealing what has been said about you behind closed doors. Your employer has one month to respond.

A formal complaint raised by an employee against their employer. If you believe your PIP is unfair, discriminatory or retaliatory, raising a grievance puts your concerns on record and triggers a formal process your employer is obliged to follow. Timing matters, seek guidance before raising one.

Under EU equality law, certain personal characteristics are legally protected from discrimination in the workplace. These include age, disability, gender, race, religion, sexual orientation, and family status among others. If you believe your PIP was issued because of any of these characteristics rather than genuine performance concerns, this may constitute unlawful discrimination.

When an employer takes negative action against an employee for raising a complaint, reporting wrongdoing or asserting their rights. If your PIP followed a grievance, a whistleblowing incident or a request for reasonable adjustments, the timing may not be a coincidence. This is recognised and prohibited under EU employment law.