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

In 20 years of working in HR I've only seen this once, as the employee had mh issues and was in a senior post causing reputational damage, it would have taken too long to implement the occ health recommendations/ cause too much damage.

Usually the employee jumps before they are pushed in my experience. Get looking!

But the role isn't redundant.

There is most likely nothing different about your work, he has made a decision to change things.

How long are you working there? You could suggest redundancy pay, if its an option, it is worth a try.

Manager and HR-types who are familiar with PIPs, how common is it the employees who are (unfairly) put on PIPs paid to leave instead?

Is there any way OP can legitimately put herself in the best position for a settlement?

She mentioned she was off sick and a single parent. She also mentioned no performance issues were raised in her previous appraisals.

Tbh, once you’re on a PIP, it is generally cos they want you out. I’d be looking elsewhere.

OP while I obviously can't judge 'who is right' here and it may not be black and white, I'm surprised at how many people on this thread just assume that there must be something wrong with your performance. Which is probably adding to your stress.

As some posters have said, processes can be and are abused and there is no shortage of partisan and bullying managers out there. By what you describe, you may have run into one of those.

If so, then finding a new job is probably the only viable solution, but you still have to decide how you interact with this process in the meantime. Do whatever will cause you the least stress overall (which, if you hate being resentful, may mean objecting. Depends on you). Best of luck.

He definitely wants you to leave, he is just going through the correct procedure to avoid any comeback.

Start looking for another job now.

I'd agree to the changes for now, while looking for something else.

Your self-esteem will be crushed by fighting it.

Are you in a small or large company btw? How long have you been there? This isn’t public sector is it?

A PIP is just a paper trail that companies use to protect themselves from claims of unfair dismissal. They want you out for whatever reason and will find a way to fire you eventually, I would refuse it and give my notice. HR are there to protect the company and will back your employer.

A settlement for what? You do understand this is not optional?

If they are putting you on a PIP why would they give you a settlement?

How long were you off sick for? It just might explain a few things (not that I think that is right btw!)

Again not something most people do for fun. Not all people, most people.

We can’t know the OP’s situation, but I have worked in a organisation for ten years and come across some horrendous situations when it comes to certain individuals. Including a person who said about someone new “I’m going to make them cry everyday until they leave”. Multiple people left because of that person and then of course that person didn’t get a promotion and left themselves.

So please let’s not keep saying no one would put someone on a PIP for anything other tnan
legitimate reasons, that isn’t true.

What grounds do you have for a settlement? You could ask for the process to be cancelled if you resign, but that’s probably as good as it will get. I think your best bet is to job hunt hard and find somewhere better.

Why do you think they would offer you a settlement, there's nothing to settle?
Sounds like you should look for a new job asap.

I'm not sure what you want to object to? 'Going on a PIP' is just jargon for saying they want you to meet certain increased targets by a certain time because what you're currently doing isn't in their view good enough, either qualitatively or quantitively. What do you disagree with? That you're meeting those targets already, or that the targets are unachievable (as in no one else can do it either) or unfair (as in only you are being asked to meet them) or a represent a major change to your usual role (a big increase in expectations after a history of lower performance being acceptable)?

It absolutely is intended to push you out. People rarely "improve" enough to satisfy their employer once they've been put on a PIP. In most cases, I don't think it would be possible, as they've already made the decision to get rid of you by any means necessary. I've seen excellent, highly skilled, hard working employees put on PIPs when their only deficiency was being over age 50. Their manager wanted to replace them with a brand new graduate who could be paid a pittance. Yes, that's illegal, but it still happens frequently, at least in the US (where I live).

A PIP is the beginning of the end. Time to update your CV.

agree 100%, the hours and bloody hours it takes to do it properly, to do it fairly, the meetings, the note taking, the 100 conversations you've had beforehand to tell them where they need to improve. Not something one does for fun and to get at someone.

I've had a few staff members with performance issues, they generally have left before completing a PIP but the ones I've kept in touch with have done much better in their new jobs. Honestly sometimes the company dynamics just don't work for a person.

We can't tell if you are being bullied out or are blind to your own way of working, but I would think a test would be if you can find enough common ground to actually understand what the perceived problem is. Sometimes you have people who are good at what they do but really resistant to change or progression, for example.

If the company are just trying to manage you out unfairly, polish up your CV and don't look back. If you hold out they will probably offer you a settlement. If you want to stay, you need to communicate.

Have performance issues been raised in previous appraisals? If so, the company is on stronger ground legally than if nothing was said previously.

PIP can be used, and sadly is, incorrectly as a tool to push people out of a company without having to pay redundancy. Never under estimate how ruthless some firms will be to save a few quid.

What was your last performance rating? If it was good then can they cite why you are no longer performing at that level?

You do have to accept the PIP or else you'll just go to the end of the process. But if you then nail every objective and they still have a problem it's time to seek legal advice. Just make sure you document everything relating to completing the targets set in the PIP via email and print out copies.

The advantage of a PIP is that you can insist on written, specific, SMART performances targets. Then you can prove you have met them, and he will struggle to dismiss you. If you simply refused a PIP at my work we would move to termination on the grounds of poor performance. So while you can refuse, if your aim is to stay in the job your best option is to agree. If you don’t want to stay you would be best off resigning now.

You can of course appeal against an unfair termination. But I would strongly, strongly advise against it unless you have crystal clear evidence of discrimination against a protected characteristic. “My boss hates me and treats me unfairly” simply will not get you anywhere. If your boss wants you out and has any modicum of HR advice or common snense he will have a long paper trail of your “poor performance”, of which refusing to engage in a PIP would be a very compelling piece of evidence.

Then you need to raise a grievance