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Performance Improvement Plan (PIP)

R299

Create a structured Performance Improvement Plan that records performance concerns, required standards, measurable improvement targets, support to be provided, review dates, and possible consequences if performance does not improve.

A Performance Improvement Plan is used where an employee is not meeting required performance standards and the employer wants to provide a structured opportunity to improve. It is commonly used before considering incapacity proceedings for poor work performance. The PIP should identify the required standard, the performance gap, measurable improvement targets, support to be provided, review dates, and the possible consequences if the employee does not improve.

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South African legal context (2026 checklist)

A PIP should be corrective and supportive, not punitive. Poor work performance is generally treated as a capacity issue rather than misconduct, unless the facts show wilful refusal, negligence, insubordination, dishonesty, or deliberate non-compliance. The employer should usually show that the employee knew or could reasonably have known the required standard, failed to meet it, was given feedback and reasonable support, and was afforded a fair opportunity to improve. Where health, disability, or workplace barriers may contribute to the poor performance, reasonable accommodation should be considered before moving towards dismissal.

  • Labour Relations Act 66 of 1995
  • Section 185: Right not to be unfairly dismissed or subjected to unfair labour practice
  • Section 186: Meaning of dismissal and unfair labour practice
  • Section 188: Requirement that dismissal must be for a fair reason and in accordance with a fair procedure
  • Section 191: Referral of unfair dismissal and unfair labour practice disputes
  • Section 192: Onus in dismissal disputes
  • Section 193: Remedies for unfair dismissal and unfair labour practice
  • Section 194: Limits on compensation
  • Section 203: Codes of Good Practice
  • Code of Good Practice: Dismissal, 2025
  • Provisions dealing with incapacity, poor work performance, probation, fair procedure, performance standards, reasonable opportunity to improve, and dismissal for capacity-related reasons
  • Basic Conditions of Employment Act 75 of 1997
  • Section 29: Written particulars of employment
  • Section 31: Keeping of records
  • Employment Equity Act 55 of 1998
  • Reasonable accommodation obligations where disability may affect performance
  • Occupational Health and Safety Act 85 of 1993, where workplace conditions, equipment, workload, or safety issues affect performance
  • Protection of Personal Information Act 4 of 2013, where performance records and employee personal information are processed
  • Palace Engineering (Pty) Ltd v Ngcobo and Others [2014] ZALAC 7
  • Somyo v Ross Poultry Breeders (Pty) Ltd [1997] ZALAC 3
  • Gold Fields Mining SA (Pty) Ltd v CCMA and Others [2014] ZALAC 28
  • Sidumo and Another v Rustenburg Platinum Mines Ltd and Others [2007] ZACC 22

Use this as a starting point only. Verify current gazetted amendments, tribunal rules, and SARS / DOL circulars that may apply to your matter.

Typical questions we'll walk you through

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What is the employer’s full legal name and address?
What is the employer’s full legal name and address?
What is the employee’s full name, position, department, and employee number?
What is the employee’s full name, position, department, and employee number?
What performance concerns have been identified?
What performance concerns have been identified?
What job duties, KPIs, targets, outputs, deadlines, or quality standards are not being met?
What job duties, KPIs, targets, outputs, deadlines, or quality standards are not being met?
How and when were the required standards communicated to the employee?
How and when were the required standards communicated to the employee?
What examples or evidence show the performance shortfall?
What examples or evidence show the performance shortfall?
When did the performance problem begin?
When did the performance problem begin?
Has the employee previously received feedback, coaching, counselling, training, or a poor performance notice?
Has the employee previously received feedback, coaching, counselling, training, or a poor performance notice?
What explanation has the employee given for the poor performance?
What explanation has the employee given for the poor performance?
Are there possible causes such as workload, tools, supervision, training, health, disability, workplace conflict, unclear instructions, or personal circumstances?
Are there possible causes such as workload, tools, supervision, training, health, disability, workplace conflict, unclear instructions, or personal circumstances?
What specific improvements must the employee achieve?
What specific improvements must the employee achieve?
How will each improvement target be measured?
How will each improvement target be measured?
What support, training, mentoring, tools, guidance, or supervision will the employer provide?
What support, training, mentoring, tools, guidance, or supervision will the employer provide?
What timeframe will the employee be given to improve?
What timeframe will the employee be given to improve?
What review dates will apply during the PIP period?
What review dates will apply during the PIP period?
Who will monitor and assess the employee’s progress?
Who will monitor and assess the employee’s progress?
What records, reports, checklists, meetings, or performance data will be used?
What records, reports, checklists, meetings, or performance data will be used?
May the employee be assisted by a trade union representative or fellow employee during formal meetings?
May the employee be assisted by a trade union representative or fellow employee during formal meetings?
What happens if the employee meets the required standard?
What happens if the employee meets the required standard?
What happens if the employee partially improves but still falls short?
What happens if the employee partially improves but still falls short?
Can the PIP period be extended?
Can the PIP period be extended?
What may happen if performance does not improve: further counselling, extended PIP, incapacity enquiry, redeployment, demotion by agreement, or dismissal?
What may happen if performance does not improve: further counselling, extended PIP, incapacity enquiry, redeployment, demotion by agreement, or dismissal?
Does the employee require reasonable accommodation for disability or health-related reasons?
Does the employee require reasonable accommodation for disability or health-related reasons?
Must the employee sign acknowledgement of the PIP?
Must the employee sign acknowledgement of the PIP?
Who is authorised to issue or approve the PIP on behalf of the employer?
Who is authorised to issue or approve the PIP on behalf of the employer?

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