Put on a performance plan?
You have been told your job depends on hitting the plan's targets.
A performance improvement plan, often called a PIP, should give you a real chance to fix a specific problem. It should not just record a decision your employer has already made.
What it means
It is a formal document that sets out specific concerns about your work, clear targets, a timeframe and usually some support, such as coaching or closer supervision.
Done properly, it is achievable and clearly explained. Regular check-ins tell you where you stand while the timeframe runs.
Why it matters to you
A poorly designed plan can look like a step toward a decision already made. Signs are vague goals, an unreasonably short deadline, or no real support.
If a dismissal follows, how the plan was run becomes part of the fairness question the Industrial Court would examine.
Is the plan being used fairly
Ask for the targets in writing if you were not given them. Ask for regular feedback, so you have a record of how you were doing during the period.
Keep copies of every review, email and note about the plan. They become important evidence if a poor performance dismissal follows.
If you are dismissed, your 60-day window to act starts from that date. You can check it on the deadline calculator.
If a performance improvement plan is central to the claim you are thinking of bringing, an independent lawyer can review your dates and documents. They can take it forward if you have grounds.
For people seeking legal representation. For general information, please use our guides and tools.
First contact: general facts only, such as date, location, employment status and a short summary. Keep documents private until an identified independent lawyer contacts you and specifically requests them.
Common questions
Am I allowed to refuse to sign a performance improvement plan?
You can raise concerns about unclear or unrealistic terms before signing, but refusing outright can itself be treated as a separate issue. Asking for clarity in writing is usually the safer path.
What if the targets are impossible to hit?
Targets that are vague, unrealistic or unrelated to your actual role can support an argument that the plan was not genuine. That becomes relevant if a dismissal follows.
Keep reading
If a performance improvement plan is central to the claim you are thinking of bringing, an independent lawyer can review your dates and documents. They can take it forward if you have grounds.
For people seeking legal representation. For general information, please use our guides and tools.
First contact: general facts only, such as date, location, employment status and a short summary. Keep documents private until an identified independent lawyer contacts you and specifically requests them.