Are Performance Improvement Plans really designed to help employees improve — or are they being used as legal cover to force workers out without paying redundancy?

For thousands of UK workers each year, the PIP they receive comes with impossible targets, a suddenly doubled workload, and closer monitoring than any of their colleagues. Achievements are never acknowledged. Mistakes are documented in detail. The support the plan promises never arrives.

This is sometimes called quiet firing — a deliberate strategy to make working life intolerable until the employee chooses to resign. Because a resignation costs the employer nothing.

But UK employment law offers real protections. If you have two or more years of service and the PIP process was not genuine, you may have an unfair dismissal claim. And the time limit to act is strict.

Before you sign anything — know your rights.

Watch the video and read the full guide at 👉 myredundancyrights.co.uk/blog