Performance Improvement Plans without proper documentation expose businesses to unfair dismissal claims. ERP makes PIPs professional, fair, and legally defensible.
When to Initiate a PIP
PIPs should follow documented informal feedback that has not resulted in improvement. ERP should link PIP initiation to prior performance reviews, ensuring the process is gradual and documented.
PIP Structure in ERP
Every PIP in ERP includes specific performance concerns, measurable improvement targets, support offered, timeline, and review dates. Ambiguous PIPs — ones that do not specify measurable targets — are not defensible.
Progress Review Documentation
Regular review meetings during the PIP period must be documented in ERP — what was discussed, progress made, support provided, and employee response. This creates a clear timeline of events.
PIP Outcomes and Next Steps
PIPs end in one of three outcomes: improvement (employee confirmed), extension (partial improvement), or disciplinary action (insufficient improvement). All three must be documented formally in ERP.
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