Put on a Sudden PIP or Being Pushed Out? Flip the Script Into a Protected Exit Package
Don't resign empty-handed and don't sign a biased PIP without putting your written objection on record. Speak live to Alistair Sterling—first 2 consultation questions free.
🧮 PIP & Constructive Dismissal Leverage Audit
Instant UK Statutory Assessment
Complete or adjust the fields above to calculate your exact UK statutory position, compensation estimate, or limitation deadline.
⚖️ UK Statutory Position Across Jurisdictions
🏴 England & Wales Statutory Authority
Employment Rights Act 1996 s.95(1)(c) (Constructive Dismissal), s.111A (Protected Conversations) & ITEPA 2003 s.403 (Up to £30,000 tax-free termination compensation)
🏴 Scotland Statutory Authority
Employment Rights Act 1996 s.95(1)(c) & s.111A (Applies equally in Scotland; ACAS Code of Practice 25% uplift for procedural unfairness)
🇬🇧 Northern Ireland Statutory Authority
Employment Rights (Northern Ireland) Order 1996 Art.127(1)(c) (Constructive Dismissal — 1-year qualifying period; Statutory 3-step grievance/disciplinary procedure)
🏛️ Primary Resolution Forum & Limitation Deadline
Forum: Internal Grievance + Without Prejudice Negotiation → ACAS
Time Limit: File written PIP objection immediately; up to £30,000 ex-gratia compensation can be paid tax-free under ITEPA 2003 s.403
Time Limit: File written PIP objection immediately; up to £30,000 ex-gratia compensation can be paid tax-free under ITEPA 2003 s.403
❓ Frequently Asked Questions (Employment & HR)
Should I refuse to sign a Performance Improvement Plan (PIP)?
Instead of a flat refusal (which HR may treat as insubordination), sign only to acknowledge receipt while attaching a formal written statement recording that you dispute the underlying allegations and view the targets as predetermined.