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Performance improvement plan templates to manage underperformance fairly and support structured employee development.
Includes improvement frameworks, goal-setting templates and review documents. Helps managers support employees through structured performance improvement.
A performance improvement plan (or PIP) is a formal process that is used to capture recurring performance or behavioural issues, and will include agreed targets/standards, the support that the employee may need to help achieve the identified improvement(s) required, and a deadline for review.
A performance improvement process should be a collaborative and supportive process, with clear and measurable goals and objectives. Employers must ensure that the process is non-discriminatory and applied consistently and fairly across the organisation. The employee should be given appropriate support and resources, and the process should be properly documented and monitored.
Performance improvement templates are essential for managing a low-risk, compliant Performance improvement process.
Good performance improvement management is essential for maintaining a fair, consistent and legally compliant process while reducing the risk of costly employment tribunal claims, financial liability and reputational damage.
Understanding how employment tribunals have approached performance improvement-related claims can help employers and HR professionals assess whether their proposed actions are reasonable, proportionate and consistent with established employment law principles.
Here are some notable rulings and their implications:
Here we show you which resources to use to effectively improve the performance of an employee, taking into account the different decisions and directions that are likely / possible.
Following this flowchart will ensure that you factor in all eventualities, follow legal / code of conduct or best practice processes, communicate effectively, and reduce the risk of things going wrong.
A performance improvement process (PIP) should be initiated only after other methods of support and development have been tried and failed to improve the employee's performance.
Goals should be specific, achievable, and measurable, and the process should be time-bound.
Employers must ensure that the PIP is non-discriminatory and does not breach the Equality Act 2010. The process should be applied consistently and fairly across the organization.
Employers should ensure that the employee is given appropriate support and resources to achieve the goals set out in the PIP. This may include training, coaching, mentoring, or other forms of support.
Employers should ensure that the PIP is properly documented and that the employee has access to the documentation. The documentation should be clear and concise, and should outline the goals, objectives, and timeframes of the PIP.
Employers should monitor the employee's progress regularly and provide constructive feedback. If the employee is not making progress, the employer may need to consider other options, such as redeployment or termination of employment.
Darryl Horn, Chartered HR Director
Darryl is a Chartered HR professional with over 25 years' experience in senior HR and employee relations roles.
He has extensive practical experience of managing performance improvement processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
HRDocBox has been creating practical UK HR documents since 2009.
"Darryl provides support and advice with excellent judgement, and has a strong understanding of people, policies and UK employment legislation."
"He is someone I trust; consistent, dependable, and committed to doing things properly."
Yes. The Performance improvement templates in this toolkit are designed to be flexible and suitable for organisations of all sizes, including small businesses and charities. They follow UK employment law best practice, so even if you don't have an in-house HR team, you can confidently manage Performance improvement processes and issues.
Absolutely. All templates are drafted with the latest ACAS guidance and UK employment legislation in mind. We review and update them regularly, so you can be confident they remain compliant.
Every toolkit includes a complete set of editable templates, supporting documents, and manager guidance designed to save time and ensure compliance.
Purchasing the toolkit saves you hours of drafting time and reduces the risk of legal mistakes. Instead of starting from scratch, you'll have clear, professional templates that you can adapt to your business.
Yes. Once purchased, you'll be able to download the Performance improvement toolkit instantly. The templates are provided in editable Word or Excel format so you can customise them easily, and PDF format for easy sharing.
We provide free examples of our templates here. This gives you a sense of the quality and layout before you commit to purchasing the full toolkit.
If you're looking for broader support, we also offer library bundles that include Performance improvement templates along with absence, grievance, and other HR policies. These may be more cost-effective if you need a complete HR library.
The risk of using free AI-generated templates 'without review' includes your legal exposure, missing context, and no awareness of the wider process. Purchasing from us mitigates that risk.
Whether you employ 5 people or 50, hrdocbox gives you the structure, documents and expertise needed to manage employees professionally and legally.
Professionally written and fully compliant with UK employment law
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