Can I refuse to go on a PIP if I don’t agree with it?

They can do the PIP without you.

To be really clear refusing the PIP will not solve any of those issues. You still won’t get a bonus. And may well lose your job as a result.

We don't have their side but it comes across as you don't care about any other viewpoint but ypur own, you have decided you are right so does it matter what others say?

It would help you to equally listen to HR as well as speak

I think you need to go on a proper objective setting, documented Pip as your manager doesn't seem to have set that up in writing yet? Your concerns may be reasonable but no one will believe you if he just portrays it as you being a resistant underperformed in denial. So the Pip will actually help you to demonstrate your abilities and if HR are overseeing the process they can ensure it's robust.

Unfortunately you are in a guilty until proven innocent situation now as your performance is being questioned. So you need to prove you can perform, whether you think you should have to or not is irrelevant

I don't think you can refuse to go on a pip any more than you can refuse to do anything asked at you at work by your manager, not without objectively very good cause which you haven't demonstrated here.
The thinking from HR and senior management will be that you're resistant because you are scared of being exposed as an underperformer. If you are so great after all, the Pip would be a doddle and a good opportunity to showcase and evidence your abilities.

HR will ensure the Pip is done properly and the objectives are reasonable etc. But inside I bet they'll be eyerolling at yet another staff member who can't handle being performance managed.

Do you have a grievance process? I'd so raise one re this. As it seems you feel he's using this as a form of bullying. If you have evidence to counteract his claims share this with hr.

Hr are there to protect to company though so remember that. I'd also say it's time to look for another job elsewhere.

There’s usually a minimum period (during which you’ve been a member) before a Union will get actively involved in your dispute. I guess it’s to avoid people paying only one or two months of subs just to access advice / help and then cancelling.

And it’s not just sociopaths who’ll abuse the PIP / HR process. You must have had a fortunate career to have never encountered the many downright incompetent and clueless people who somehow get into positions where they’re ‘managing’ others.

So when he said he wanted some improvement and said it vaguely did you ask for concrete examples? Did he then write to you saying as discussed etc etc, if he didn’t did you write to him ? Cold and clinical is the way to go, as a previous poster says take the emotion out of it.

are your meetings on teams , if so can you agree to either record them or get the meeting summary ?

I can see why you are frustrated. I agree with other posters that you do need to be forensic and ask for clarity for the nth degree while also emphasising that you haven’t been given enough work. Be really self critical regarding that though. Could he argue that you should be imitating work yourself? You say that you are not junior, so he may reasonably be expected you to identify your own work plan.

But from what you’ve said I agree with others that a PIP may actually be helpful. It will force him to document his expectations and your apparent shortcomings. This is why posters have said a PIP isn’t used lightly, it’s a pain in the arse for managers.

Think you are getting unions mixed up with insurers and private medical insurance who won’t cover existing medical conditions.

Well yes sociopaths aside!

A PIP isn’t a ‘plan’ if it’s just some vague waffle about how you’re just not meeting his expectations.

Do you have an HR team at work? Are they involved in this process? Are they even aware you’re being ‘managed’ (and I use the term loosely here) like this? Does this guy have someone he reports in to? If so, contact that person and make them aware.

It’s ridiculous that you can be taken from a last good review to being immediately placed on a PIP. Where’s his evidence of having discussed your ‘shortcomings’ prior to the PIP? How’s he going to be able to show he’s just not discriminating against your having taken Mat leave, when this inevitably gets taken to tribunal?

If you have a proper HR team, I would be involving them asap. They’re not there to support you, but they are there to prevent dickhead managers exposing the company to reputational harm.

So do you get work from lots of people or just him? You said he hasn’t sent you any in two weeks. Do you have other work to do?

i think you need to keep a diary of the work you sent him, things he changed, times you asked for feedback and he didn’t send any, etc. to build your case.

otherwise I think you should go along with it, ask for feedback, put it in place, see how things go.

Could you talk to HR about the fact that you think this guy wants you out? Does he have enough proof to put you on a PIP?

this sounds v dodgy - return from mat leave, no work, no support then pip.

Either
Manager wants OP out cos he doesn't like her in which case her goose is cooked and senior management will back him

Or

OP has genuine performance issues and a Pip will identify those and if she can't improve she will be rightly let go.

Either way it makes no sense to be churlish and refuse to do the Pip. If option 1 is correct that's just playing into his hands.

If you are capable then a pip could be helpful. Manager must give clear and measurable objectives so you’ll know what’s expected, prove yourself and shut him up. Work with the process, make sure you’re happy the objectives are reasonable (you can input into them), agree any training needs and prove you can do it.

also look for another job because you are unlikely to be happy where you are even if you’re successful, it’ll leave a bitter taste. Find somewhere better before they destroy your confidence.

I completely believe you that you’ve had great previous reviews and suddenly your manager has turned. I have seen pip used like this, but also when someone is awful and can’t do the job. It’s hard work for the manager too so make him do that extra paperwork.

That's what I mean about getting forensic in the detail. He wants improvement. What is it specifically that you didn't do that you had been asked to do? How was it wrong? What was expected? Can he give you an example of what he would have accepted? Can he show you how what he asked for was clear? Can he show you previous examples where your work was acceptable (from your statement, your previous reviews were fine), and how what you are delivering now is different? Can he demonstrate where he communicated what he expected?

That sort of thing.

OP, just contact some Unions.
Here there are posters who know they will not help, but they will, most of them. Most likely you will not get any legal representation from them, but they will offer advice.

It is in your best interest to join one though. Because even if you do go through with PIP, if things get too spikey down the line, then you will have their legal side by you by then.
Citizens advice and other organisations can help you too, with advice on how to proceed and which info you need.

you said you do the work ok, whats your friendships like with your co workers are you more of a get along and keep the peace or more go to war ? and the same question but for managers

Your boss must be gaslighting you!

Is this your direct boss? I think you need very specific feedback from him - you say he is vague - well you need to use this to your advantage ask what he wants differently, better and by when. Then do it. If he wont be specific you need to explain that you cannot improve unless you know exactly what this issues are or go above him. To be honest if you don’t know then it wont improve.