How to use this template
Copy the section headings below into a document. Complete each section with real, dated evidence rather than general statements. Share it with the employee before or at the meeting where the plan is introduced, and give them the chance to comment before it's finalised. Keep a copy of every version and every checkpoint note.
Copyable template
1. Plan details
- Employee name and role:
- Manager name:
- Plan start date:
- Plan end date (fixed, not open-ended):
- HR contact for this plan:
2. Summary of the concern
- Describe the specific, evidenced performance issue(s) — what has happened, with dates. Avoid general labels; state observable facts (e.g. 'Three client reports were submitted after the agreed deadline: 4 March, 18 March, 2 April').
- State how this was previously raised with the employee (informal conversation, prior review) and when.
3. Objectives
- Objective 1: [what needs to change] — measured by [how] — by [date].
- Objective 2: [what needs to change] — measured by [how] — by [date].
- Objective 3 (optional): [what needs to change] — measured by [how] — by [date].
- Keep this to two to four objectives maximum.
4. Support being provided
- List specific support: training booked, mentor assigned, adjusted workload, additional check-ins, written guidance provided. State who is responsible for arranging each item and by when.
5. Checkpoint schedule
- Checkpoint 1: [date] — review evidence since plan start.
- Checkpoint 2: [date] — review evidence since checkpoint 1.
- Final review: [date] — decide outcome.
- Each checkpoint should produce a short written note, shared with the employee, covering what was reviewed and what (if anything) changes for the remaining period.
6. Possible outcomes at final review
- Objectives met: plan closes, confirmed in writing.
- Objectives partly met: [state whether this leads to a short extension, and on what specific condition].
- Objectives not met: [state the next step — formal capability process, redeployment, or other — consistent with your organisation's procedure].
7. Acknowledgement
- Employee acknowledgement (confirms the plan was seen and understood — not necessarily agreement with every point; disagreement can be recorded separately):
- Employee comments (if any):
- Manager signature and date:
- Right to be accompanied: confirm the employee has been told they may bring a colleague or trade union representative to formal meetings under this plan.
Frequently asked questions
Is this template legally required to be used exactly as shown?
No — there's no mandated UK format for a PIP. This structure reflects what ACAS guidance and tribunal practice generally expect to see: specific objectives, support, timescale and clear outcomes.
Can I remove the 'support provided' section if none is needed?
It's rarely advisable to omit it entirely. Even a strong performer facing a specific issue usually benefits from some stated support, and its absence is one of the most common criticisms of PIPs that are later challenged.
Should probationary employees get the same template?
The same structure generally applies, but check your contract's probation clause for any specific process it requires, and make sure the PIP timeframe and any probation extension are aligned rather than running independently.
This is general guidance on UK workplace practice, not legal advice. If a case is contested, high-risk, or involves discrimination, ill-health or long service, take advice from a solicitor or ACAS before acting.
Next step
GoMediation.ai's PIP module builds this exact structure for you — objectives, checkpoints and outcomes — with employee acknowledgement and a full audit trail, alongside your existing HR system.
Generate this plan automatically