Put on a PIP?
How Grapple helps
- Understand whether your PIP is genuine or a managed way out.
- Know your rights and what to put in writing, and what not to.
- Draft the letters to challenge unfair treatment.
- Negotiate a settlement or a clean exit if that is what you want.
A Success Story
After years of strong performance, 'Jane' was placed on a Performance Improvement Plan (PIP), while on sick leave for a health condition.
With no prior warning, she felt cornered and unsure where to turn.
The process was being used as a fast-track exit strategy, to get rid of her without a fair settlement agreement offer.
Struggling with health, caring for an elderly relative, and fearing the financial fallout of losing her job, Jane turned to Grapple Law for help.
She took swift action, sending detailed legal letters to her employer and preparing for her formal meetings.
Within weeks, Jane secured a settlement of around £30,000.
(A real Grapple client, anonymised.)
What Our Clients Say
Is a PIP just a warning?
Sometimes it is genuine, but a PIP is often used to build a paper trail to manage someone out. Grapple helps you tell the difference and respond well.
Can I be dismissed after a PIP?
You can, which is why how you handle it matters. Grapple helps you protect your position and put the right things in writing.
Should I resign?
Usually not before getting advice, resigning can weaken your position. Grapple helps you weigh your options first.
What does it cost?
You can start for free. Grapple Advice is 12 pounds a month. Grapple Negotiate has nothing to pay upfront, with a success fee only if you win. Full details are on our pricing page.