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Use this model letter to arrange the second formal performance improvement plan (PIP) meeting after the first meeting has not led to any progress.
[Sender name]
[Sender address]
[date]
[Recipient name]
[Recipient address]
Dear [Recipient first name],
Second Performance Improvement Meeting
I refer to our recent discussions held on [date of First Performance Improvement Meeting] when we discussed your performance in your role, considered the areas of my concern and your performance more generally.
As a consequence of the discussions at the First Performance Improvement Meeting on [date], I explained that I continued to remain dissatisfied with your level of performance and have now issued a first
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A Second Performance Improvement Meeting Notification Letter is a document that is typically sent by an employer to an employee who has previously received a Concern about Performance Letter and has failed to show sufficient improvement in their job performance. The purpose of this letter is to notify the employee that a second performance improvement meeting will be held to discuss their continued unsatisfactory performance and to identify steps that can be taken to improve it.
The letter should be written in a professional and objective tone, and should clearly outline the reasons for the second performance improvement meeting. It should also identify the specific areas where the employee's performance is still falling short and provide examples of specific incidents or behaviors that are causing concern.
The letter should also provide details about the time, date, and location of the performance improvement meeting, as well as any materials or documentation that the employee should bring to the meeting. It may also provide information about the potential consequences of continued unsatisfactory performance, such as disciplinary action or termination.
Overall, a Second Performance Improvement Meeting Notification Letter is a formal and important document that serves as a clear reminder to the employee that their performance is not meeting the required standards and that further action is necessary to address the issue. It provides an opportunity for the employee to receive feedback and guidance on how to improve their job performance and avoid further disciplinary action.
Related HR resources and workflow
Explore the HR resources that may be relevant before and / or after using the Second performance improvement plan (PIP) meeting notification letter, helping you understand the wider process, maintain appropriate documentation and follow a consistent approach.
If you have concens about the performance of an employee, use this model form template to capture the improvement required, and agree and plan the timescale.
A script to guide managers in conducting performance improvement meetings.
Yes. This template has been designed for organisations of all sizes, including small businesses, charities and growing employers. It follows UK employment law best practice and can be adapted to suit your organisation.
Our templates are developed with UK employment legislation, Acas guidance and HR best practice in mind and are reviewed and updated as relevant requirements change. However, every employment situation is different, so the template should be adapted to the circumstances and checked against the employee's contract and your organisation's procedures before use.
Yes, we highlight the areas of the document that you need to update with your own details, and where you need to make decisions to suit your situation. This saves you time and ensures that you meet best practice.
Yes. Once purchased, you'll be able to download it instantly. Templates are provided in editable format (such as .doc or .xls) so you can customise them easily, and in PDF format for easy sharing.
If you're looking for broader support, we also offer toolkits and library bundles that include the Second performance improvement plan (PIP) meeting notification letter template, along with other HR templates and policies for fully managing your situation. These may be more cost-effective if you need deeper advice.
AI can produce a document quickly, but effective HR documentation needs to be more than well-written words. It needs to reflect relevant UK employment law, HR best practice, practical considerations and the circumstances in which it will be used. These resources have been professionally developed around that wider HR context, drawing on extensive practical experience, rather than simply generating a generic document from a prompt.
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.
"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."
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