Performance Improvement Plan: How to deal with getting a PIP
A Performance Improvement Plan (PIP) is a document given to an employee if their manager believes they fail to meet expectations. PIPs are relatively rare in Denmark, but have become more common the the private sector in recent years.
Here you will find answers to your questions about when you might be given a PIP, what it contains, and how you should respond.
When might I be given a Performance Improvement Plan (PIP)?
You may be presented with a Performance Improvement Plan if your employer wishes to see improvements in your performance, results or conduct.
There are no fixed rules regarding when and how your manager may present you with a PIP. Your employer has the right to make this decision due to their managerial right, in Danish: ledelsesretten, the fundamental right of employers to direct, distribute, and supervise work, as well as to hire and dismiss employees.
You may therefore be presented with a PIP during development reviews, one-to-one meetings or other discussions about your performance.
Some workplaces have guidelines or internal policies regarding the PIP process, but this varies from workplace to workplace.
What does a PIP involve, and how does it work?
A PIP will typically include:
- A specific action plan setting out how you are to make improvements
- Regular follow-up meetings with your manager
- Possibly a coaching programme tailored to the areas where changes are required
- An end date, after which the entire process is evaluated.
It is your employer who draws up the PIP and carries out the final evaluation of the process. The regular follow-up meetings provide an opportunity for dialogue, and are therefore your chance to influence the process in a positive direction. For example, you may have ideas for measures that will strengthen your improvement in the areas your employer wishes to change.
Is a PIP the step before a formal warning, or can it replace a formal warning?
A PIP can be structured in various ways, and whether it constitutes a formal warning in the legal sense always depends on a specific assessment.
The general rule is that for the PIP to function as a warning, it must be made clear and explicit that failure to comply may have consequences under employment law, such as dismissal.
Yes, in some cases a PIP may well constitute a warning, and thus be relevant in a dismissal case, if your manager believes that you are not following or complying with the PIP.
If you are unsure about the implications of the PIP for your employment and whether it constitutes a warning in a legal sense, you should submit it to IDA for an assessment.
Log in and write to IDA’s legal advice service
Warning from your employer: Here are the rules
What should I do if I am presented with a PIP?
If you are presented with a PIP, we at IDA recommend that you:
- make sure you understand the requirements and expectations
- do not sign if you disagree with the content
- contact your union representative or IDA for advice on how best to handle the situation.
Contact IDA’s legal advice service
Checklist: What you need to be aware of when you receive a PIP:
- Is it clear and unambiguous what is expected of you?
- Is there a plan for follow-up meetings?
- Is there an expiry date for the PIP?
- Is it stated what the consequences might be if you are unable to meet the requirements and follow the plan?