A performance improvement plan is a written plan from your employer that says what in your work needs to improve, how, with what support and by when. It is the formal record the Fair Work Ombudsman tells employers to keep when they manage underperformance, and its guide sets out what a fair one contains.
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.
Updated 27 October 2026.
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.
At a glance, this is how a PIP runs under the Fair Work Ombudsman's five step guide, and how long each stage tends to take.
| Stage | What happens | How long |
|---|---|---|
| Before you hear about it | Your manager writes down examples of the problem, when it happens and why it matters, then weighs how serious it is and how long it has gone on. | Up to the employer. |
| The first meeting | You are told what the meeting is about in advance, get any documents that will be discussed, can bring a support person and get to give your side. | One meeting, with notice beforehand. |
| The plan | The written plan names what must improve, how, what support you get, each side's responsibilities, a date to review progress and, for serious or ongoing problems, what happens if it doesn't improve. | A reasonable time to improve. No law sets the weeks. Readers put it at six weeks to three months. |
| Review meetings | At the agreed date the plan is updated with whether performance is now satisfactory, what has improved, what still needs to, what support continues and when it is reviewed again. | On the dates set in the plan. Readers described a review every two to four weeks. |
| The end of the plan | Performance is signed off, performance management continues, a formal written warning follows, or the employer gives you written reasons it is considering dismissal and a reasonable chance to respond. | After the reasonable period has run. |
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.
If you are worried a PIP will follow you to your next job, our guide to reference checks covers what a former employer can say about you.
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.
What is a PIP at work?
A PIP is a performance improvement plan, a written plan that sets out what you need to improve, how you will be supported and when progress will be reviewed. The Fair Work Ombudsman's guide says you and your employer should both keep a copy, and an updated copy after each review meeting.
What does a performance improvement plan mean?
It means your employer has decided your performance or behaviour is below what the role needs and has put the fix in writing. It is not a dismissal. If performance doesn't improve after a reasonable period, the guide says dismissal may be appropriate, so treat the plan seriously from the first meeting.
Is a PIP a written warning?
A PIP and a written warning are separate documents in the Fair Work Ombudsman's guide, and the plan should say in writing what happens if performance doesn't improve. The Ombudsman also says there is no general rule that an employer has to give three warnings, or even one, before ending employment. It says an employer should usually give you a chance to fix the problem first, and the Fair Work Commission usually takes that into account in an unfair dismissal claim.
Can you be put on a PIP without warning?
The guide says you should be told what a performance meeting is about before it happens, be given any documents that will be discussed and be told you can bring a support person. If a dismissal follows, the Commission looks at whether you were warned about your performance and given a chance to respond.
What happens at the end of a PIP?
If performance improves, the plan is updated at the review meeting to say so. If it doesn't after a reasonable period, the guide says the employer can continue performance management, issue a formal written warning or, if you are still underperforming, consider dismissal. Before deciding, it should give you written reasons and a reasonable chance to respond.
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, the five steps, reasonable period, support person, written reasons before dismissal, bullying, last updated 16 January 2026, read again 27 October 2026)
- Fair Work Ombudsman, Performance in the workplace (warnings in writing, no general rule on the number of warnings, a chance to fix performance issues, options if performance hasn't improved, last updated 2 September 2026, read 27 October 2026)
- Fair Work Ombudsman, Unfair dismissal (factors the Commission considers, 6 and 12 month eligibility, 21 days, last updated 8 October 2026, read again 27 October 2026)
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