Performance Improvement Plan Template (UK) – Create Your Professional Plan in Minutes

A comprehensive Performance Improvement Plan should clearly define:

• Employee and employer details - Full names, job titles, departments, and relevant dates
• Specific performance issues - Clear description of underperformance with concrete examples and dates
• Expected performance standards - Detailed explanation of required performance level with measurable criteria
• SMART goals and objectives - Specific, Measurable, Achievable, Relevant, Time-bound targets for improvement
• Support and resources - Training, coaching, mentoring, equipment, or other assistance to be provided
• Review schedule - Specific dates for progress check-ins and formal review meetings
• Timeline for improvement - Clear start and end dates (typically 30-90 days depending on role complexity)
• Consequences of non-improvement - Clear explanation of outcomes if performance doesn't improve (further action, potential dismissal)
• Monitoring and measurement methods - How performance will be tracked and assessed during the PIP period
• Employee acknowledgment - Space for employee signature acknowledging receipt and understanding
• Right to appeal - Information about grievance procedures and right to be accompanied

Our plan is crafted by legal professionals and business professionals and includes all essential components for UK compliance.

Legal and Financial Risks:

• Unfair dismissal claims: Without documented performance management, dismissing an employee for poor performance often results in successful tribunal claims with compensatory awards averaging £12,000-£15,000
• Discrimination claims: Informal performance management opens claims that poor treatment was based on protected characteristics (age, disability, race, sex, etc.) resulting in uncapped compensation
• Wrongful dismissal: Dismissing without proper process and documentation can trigger breach of contract claims and reputational damage
• No evidence in defense: Employment tribunals require contemporaneous written evidence - verbal warnings and informal conversations provide insufficient defense
• Constructive dismissal risk: Poorly managed performance issues can lead to employees claiming intolerable working conditions and resigning with compensation claims
• Lack of consistency: Without formal PIPs, employers struggle to demonstrate fair treatment across similar cases, exposing discrimination vulnerabilities

Common PIP-Related Tribunal Claims:

Performance-related dismissals without proper PIPs lead to successful claims for procedural unfairness, inadequate opportunity to improve, lack of support or training, unclear expectations, insufficient time given, bias in assessment, and disability discrimination (failure to make reasonable adjustments). These claims cost UK employers millions annually and damage employer reputation.

A £10 PIP prevents £10,000+ tribunal claims and protects your business reputation.

Comprehensive Performance Management Protection:

• ✓ Complete employee and employer details section
• ✓ Job title, department, and manager information
• ✓ PIP start date and review period duration
• ✓ Specific performance concerns description
• ✓ Concrete examples of underperformance with dates
• ✓ Expected performance standards clearly stated
• ✓ SMART improvement objectives section
• ✓ Measurable success criteria for each objective
• ✓ Support and resources to be provided
• ✓ Training and development opportunities
• ✓ Scheduled review meeting dates
• ✓ Progress monitoring methodology
• ✓ Timeline and deadline for improvement
• ✓ Consequences of insufficient improvement clause
• ✓ Right to appeal and grievance procedure
• ✓ Right to be accompanied at meetings
• ✓ Manager acknowledgment and responsibilities
• ✓ Employee acknowledgment signature section
• ✓ Confidentiality provisions
• ✓ Review outcome documentation space
• ✓ Exit clause for successful completion
• ✓ ACAS Code compliance throughout

Professional, legally compliant, and ready to use immediately with full tribunal protection.

Don't Make These Critical Errors:

• Vague performance concerns: Stating "poor attitude" or "not meeting expectations" without specific examples, dates, and measurable impacts makes PIPs unenforceable at tribunal.
• Unrealistic timelines: Setting 2-week improvement periods for complex performance issues doesn't give reasonable opportunity to improve - tribunals view this as predetermined dismissal.
• Unmeasurable goals: Objectives like "improve communication" without specific metrics (e.g., "respond to emails within 24 hours") make it impossible to objectively assess improvement.
• No support provided: Expecting improvement without training, coaching, resources, or regular feedback demonstrates unfair process and fails ACAS Code requirements.
• Using PIPs as punishment: PIPs should be developmental, not disciplinary - using them vindictively triggers constructive dismissal and discrimination claims.
• Inconsistent application: Only issuing PIPs to certain employees (particularly those with protected characteristics) while managing others informally exposes discrimination vulnerabilities.
• No review meetings: Setting a PIP deadline without scheduled progress reviews denies fair opportunity and fails natural justice principles.
• Moving goalposts: Changing expectations or adding new objectives mid-PIP demonstrates predetermined outcome and unfair treatment.
• Ignoring disability factors: Failing to consider whether performance issues relate to disability and refusing reasonable adjustments triggers discrimination claims with uncapped compensation.
• No employee input: Imposing PIPs without discussion or allowing employee response violates natural justice and ACAS principles.
• Insufficient documentation: Failing to record review meetings, support provided, and progress assessments leaves no defense evidence for tribunal.
• Skipping straight to dismissal: Terminating without completing the PIP or not following stated consequences triggers automatic unfair dismissal findings.

Our PIP prevents all these costly mistakes with tribunal-tested, legally compliant documentation.