What to do if…
you are placed on a performance improvement plan unexpectedly

What to do now

1. Ask for the PIP in writing before discussing the detail. Ask for the specific concerns, examples, expected standard, measurable objectives, review dates, support or training offered, and what may happen if targets are not met.
2. If you are in a meeting now, use a holding line. Say: “I want to engage with this properly. Please send me the PIP and I will respond in writing after I have reviewed it.” Then stop filling the silence.
3. Clarify what process you are in. Ask: “Is this informal performance management, a formal capability procedure, or a disciplinary process?” Also ask whether it could lead to a warning or dismissal.
4. Start a clean timeline today. After each conversation, write down the date, time, who attended, what was said, what was agreed, and the next review date. Keep work documents only in approved work systems, and keep any personal notes factual and free of confidential company material.
5. Ask for the baseline documents. Request your current job description, the performance standards or metrics being used, recent objectives, relevant appraisals, and any examples or evidence the PIP relies on.
6. Check the targets for clarity. If any target is vague, ask for it to be made measurable, realistic within the timeframe, and linked to support you can actually access.
7. If health, disability, neurodiversity, or medication may be relevant, raise it early and ask to discuss adjustments. You do not need to share your full medical history. A short written note such as “I have a health issue that may be affecting X and I would like to discuss reasonable adjustments” is enough to start the conversation.
8. Use representation or support if you have it. If you are in a union, contact your rep and send them the documents. If you are invited to a disciplinary hearing, or to a formal grievance meeting where the right applies, you generally have a statutory right to be accompanied by a work colleague, a certified trade union representative, or an official employed by a trade union if you make a reasonable request. For ordinary PIP meetings that are not disciplinary or grievance hearings, you can still ask to bring someone, but it may depend on policy.
9. If the process feels unfair or retaliatory, raise the concern in writing without guessing motives. You can say, for example: “I am concerned there was no prior informal feedback,” “the targets are unclear,” “the objectives changed without support,” or “I have not been given the tools or training needed.” Ask HR for the performance, capability, disciplinary, and grievance policies.
10. If you need neutral guidance, contact Acas. Acas can explain how performance, capability, grievance, and disciplinary processes usually work in the UK.