Performance Improvement Plan (PIP)
A performance improvement plan (PIP) should be an opportunity to lift your performance to the level required by the employer. It should include reasonable expectations, fair timelines and be relevant to your role.
Sometimes employers don't use PIPs the right way or in the right situation and this may breach your employment rights. It is important to understand if your PIP is fair.
What our clients have said
Robin
Pam is an exceptional advocate, and I cannot commend her highly enough. She combines the wisdom of experience and passion for employment law with genuine compassion and unwavering perseverance. Pam had my back every step of the way and ensured that my voice was heard.
Wellington
M (Name Withheld)
I cannot recommend Simon highly enough - 5 stars don't do him justice! From the very first phone call I knew I was in good hands. He kept me informed of the process and updated me regularly the whole way through. He was professional yet empathetic and truly went above and beyond to get the best outcome for me. Thank you!!!
Hamilton
Haven
Tony represented me and he was amazing. He was supportive and awesome, and got me a great result. He answered all my questions, and empowered me. He made everything easy.
Auckland
Is your Performance Improvement Plan (PIP) unfair?
For a Performance Improvement Plan to be fair, it should include the following things.
There should be clear objectives and you should be able to easily understand what outcomes are expected of you.
You should have a clear understanding of how your performance will be assessed and measured.
The should be a specific timeline for when you are expected to have shown improvement and this should be reasonable and realistic to what is required of you.
There should be a schedule of reviews to check in on you progress along the way.
You should be offered appropriate support and training if it is required to be able to improve your performance.
You should have an understanding of what the consequences will be if your performance does not improve to the required level.
Mathews Walker is a New Zealand wide employment advocacy service with considerable experience in supporting employees through unfair PIP disputes. Most of our cases are no win, no fee which means that we only take a fee if we are successful.