No law in Australia sets how long a performance improvement plan, or PIP, has to run. The Fair Work Ombudsman says an employee must be given a reasonable period to improve, and what is reasonable depends on the role and the duties. If the plan ends in dismissal, the process that came before it is what the Fair Work Commission looks at.
What is a performance improvement plan?
A PIP is a document that sets out what you need to do to improve your performance. In the Fair Work Ombudsman's guide to managing underperformance, a plan should:
- clearly identify the performance that needs to improve or the behaviour that needs to change
- outline how this will be done and list any support you will get
- explain each party's responsibilities
- give you a reasonable time to improve
- set a date for a follow up meeting to review progress
- for serious or ongoing underperformance, state clearly, preferably in writing, the possible consequences if your performance doesn't improve.
Both you and your employer should keep a copy, and an updated copy after each review.
How long should a PIP last?
The guide doesn't give a number of weeks. It says to give the employee a reasonable period to improve, that what is reasonable depends on the employee's role and duties, and that it often takes more than one conversation to resolve an issue. At each follow up meeting the plan should be updated to record whether performance is satisfactory, what has improved, what still needs to improve and when it will be reviewed again.
What are you entitled to during a PIP?
- Advance notice of what a performance meeting is about, so you can prepare, and copies of any documents that will be discussed.
- A support person of your choice at the meeting, such as a co-worker, family member, friend or union representative. Their role is to support you. They don't speak for you.
- A chance to respond and give your view of the situation.
- Notes or an email afterwards confirming what was said and agreed, with a chance to suggest changes.
The guide also says reasonable management action taken in a reasonable way isn't bullying, even though employees sometimes see it that way.
Can you be dismissed at the end of a PIP?
Yes, if performance doesn't improve after a reasonable period and the process was fair. The Fair Work Ombudsman says that before dismissing someone for underperformance, an employer should be able to show it:
- told you the purpose of performance meetings in advance and let you prepare
- told you that you could have a support person
- clearly outlined the expected level of performance and the improvement required
- clearly warned you that your performance needed to improve
- gave you time and support to improve
- told you that you may be dismissed if it didn't improve.
Before deciding, the employer should give you written reasons it is considering dismissal and a reasonable opportunity to respond, and take your response into account. The guide says failing to follow these steps may lead to a successful unfair dismissal claim.
What if you think the PIP is unfair?
When the Commission decides whether a dismissal was harsh, unjust or unreasonable, it considers whether there was a valid reason, whether you were given a reason and a chance to respond, and, for underperformance, whether you were warned first. To apply for unfair dismissal you generally need at least 6 months with the employer, or 12 months at a business with fewer than 15 employees. You also need to be covered by an award or enterprise agreement, or earn less than the high income threshold, and you must apply within 21 days of the dismissal. Our guide to unfair dismissal payouts covers what happens next.
What did TAC readers tell us?
We asked our community whether a three week PIP is too short, and whether a PIP follows you to your next job.
Most said three weeks is too short for anything more than a quick fix, and that six weeks to three months with regular check-ins is more usual. Many said informal calls between people who know each other are where a PIP surfaces later.
HR here. Depends on the nature of the required improvement. If it’s an easy fix 3 weeks is fine. If it’s a substantial issue, then it should be longer
...3 months with monthly pass/fail checkpoints/stages has pretty much always been the standard when I've run one for someone
It’s 2-4 weeks each review period, with min 3 reviews before termination! People always quit on PIPs too
I was very nearly put on a performance management plan during COVID and when I asked for specific examples of underperformance I took them to HR and demonstrated how they were all actually examples of poor management. So I guess if the examples are clearly as a result of poor management, don’t be afraid to call it out
I'd be more worried about 'informal' ref checks. We all know the hr ones are lip service. It's the mate at your old firm the hiring manager has that will be your undoing. So it depends how widely your reason for leaving was known.
This is general information, not legal advice. If you are on a PIP and worried about your job, get advice on your own situation.
Sources
- Fair Work Ombudsman, Managing underperformance best practice guide (what a PIP contains, reasonable period, support person, steps before dismissal, bullying, last updated 16 January 2026)
- Fair Work Ombudsman, Unfair dismissal (factors the Commission considers, 6 and 12 month eligibility, 21 days)
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