Final warning - PIP

butterfinger · 10-03-2026 07:19AM #1

I’ve been put on a PIp in sept due to a mistake. I have been with the company/firm for 22 years and have not had an annual review in 18 of those years. I was put on a PIP by my boss in sept but he failed to tell me that he was retiring- found out 2 weeks before he retired (heard thru the grapevine - he didn’t tell me). Had a review of PIP 2 days before Christmas break (he was ther) and was informed that they were continuing the PIp - the final warning PIP is due to expire on Friday March 14th (with new boss). However I have not heard from HR or new boss about a date. What happens if they breach the date? Note that as part of the PIP and new boss, I was supposed to and expected an annual review by feb 17 but didn’t get one. Thoughts and advice please. Note my function is outside the general function of the firm but still part of the firn.

Dumb Juan · 11-03-2026 06:54PM

My advice, sit it and wait. If the date comes and goes and no one contacts you. Then work away on the basis that you successfully completed the PIP.

If they review you negatively on 14th March, then there should be an appeal process which you should avail of the appeal.

If they review 15th or later, then consider contacting the WRC to find out your rights

Have you been given any warnings? You should also familiarise yourself with the company grievance process. If you don't have the company handbook don't look forward until they review you.

butterfinger · 12-03-2026 02:43PM

I only had and informal meeting with my new boss. we discussed my role (he wasnt aware of my past accomplishments). He mentioned that they would be a PIP meeting and that they would include another manger (who was not part of the team) as an independent person. However - there was no independent person durning this whole process. Again tomorrow is the last date and i have not heard anything since that informal meeting and nothing has been put in the diary.

Mrs OBumble · 12-03-2026 03:31PM

Hearing nothing may well the best solution: it let's the new manager cancel it and start a whole new relationship with you, without having to dis the old manager.

You have no idea what other messes the new manager may be cleaning up.

Oscar_Madison · 12-03-2026 03:38PM

Document everything - keep copies- you haven’t mentioned anything around the nature of the PIP or if you believe it was valid - however having no performance reviews for years and then a PIP might go in your favour if you have to take a case in the future -but the fact it continued after the Christmas review is concerning - what was the feedback in the last PIP review? Were you on track but just needed more time or were there serious issues still in play with your performance?

Also- a “final warning” suggests that there have been more incidents in the past before this final warning PIP was introduced? Or did you do something quite serious that merited this extreme response?

Etc · 12-03-2026 03:46PM

Did the PIP contain specific and defined actions and dates for completion which you went through with the manager ? Has there been any reference to you being on/off target with these ?

If you had a set of actions, ensure you document how you achieved these and the dates, I would also provide metrics, i.e. I was required to provide x report by x date monthly. I met this target 100% against plan.

Remember a PIP is usually used as a way to exit someone, if it gets to that you will need specific facts and figures to extract the best severance against the company.

Also document the timeline above outlining dates to which you were due reviews and milestones. If the company is in breach of this, it supports your case.

Your company seems quite lax in this process so be prepared for more shoddy practice around this. Do not just ignore it and hope it will go away.

Mellor · 12-03-2026 03:58PM

https://www.boards.ie/discussion/comment/124304814#Comment_124304814

Making it to the end if a PIP review isn’t the same as successfully completing the PIP.

butterfinger · 12-03-2026 04:11PM

Mellor - can you please expand on that

thanks

Etc · 12-03-2026 04:22PM

https://www.boards.ie/discussion/comment/124307182#Comment_124307182

As per my comment, a PIP usually contains a set of specific time bound activities you are required to achieve to bring your performance back in-line with the expectations of your role. If you don’t achieve these you don’t successfully meet the requirements of the plan.

coming to the end of the process is irrelevant. That’s why I said you need to prove you met the specifics, if there was no specific plan or activities you needed to improve the process was flawed and you need to have a document of what happened and when to fight the inevitable case.

butterfinger · 12-03-2026 06:39PM

Honestly the only thing i have not complied with is an administration issue - my previous boss took away my PA. However the reason /i was put on a PIP was a disagreement with a disgruntaled client. I have several and have excellent reviews from clients. I am currently working the administrtion before tomorrow.

Please note that my previous boss said 8 years ago that I was never getting an increase again and sure to his word - I havent. No review etc..

we had a disagrement 10 years ago on complaince issues which i believed were breached

I believe if the was an issue then I should at least get a review - none - before or after my PIP. Company policy requires a review, I asked HR why and they said the onious is on me but i have seval emails from HR to managers telling them the importance of reviews and asking them to follow on.

the other condition of my PIP was that I attend the office 3 days a week (been working from home for 5 years - live in munster) however those who have my possion or higher and live in Dublin have not complied - since my PIP I have commuted from home 3 days a week

Etc · 12-03-2026 07:09PM

https://www.boards.ie/discussion/comment/124307522#Comment_124307522

I hope it goes well for you tomorrow, bad bosses are all too common unfortunately so best of luck with everything

user060916 · 12-03-2026 07:14PM

If you haven't had a raise in 8 years you really should be looking either for a reset of relationship with the new boss and a raise or a other job.

You have in effect taken a pretty substantial pay cut in the last 8 years

Mellor · 13-03-2026 11:46AM

https://www.boards.ie/discussion/comment/124307182#Comment_124307182

PIP is an assessment process. It’s not a case of getting to the last day and the window closing. If somebody didn’t meet the performance requirement during the window, they could be let go afterwards.

Beachcomber1097 · 13-03-2026 11:54AM

As others have said, A PIP is used to gauge if you are hitting the tasks set out in the document. Its not an end goal, its just the time frame they set to review the goals set out.

They will most likely ask for a meeting in the coming weeks with you to review the actions of the PIP and to review how you achieved those actions, then decide to extend, terminate, or close out the PIP.

Having put staff on these before myself, the review is usually set after the date passes, with a calendar invite set up after the date to close. So not hearing now is not strange.

Tell me how · 13-03-2026 05:29PM

It sounds like they put you on a PIP with a general expiration/completion date for it but that they haven't engaged with you since that happened.

A PIP is supposed to involve frequent review/assessment/discussion within the time frame of it, not in a review at the end.

I suggest you create a spreadsheet tracking all key event dates since you started with the company. Like the following.

In total this should be less than 1 page I expect. The advantage of doing this, is it summarises the events for you so that A, it can support your argument in showing their failings and B it is quick for you to refer to so you don't feel you forgot something or left it out or made a mistake referring to who was involved or what it was about.

Since the PIP started, you should list every event/conversation related to that as single line items. You should also save any notes/records you have of conversations related to that in a private folder or email inbox (adhering to company security policies of course).

AS others have said, an extended period without a pay rise is effectively a pay cut and being told you are never going to get a pay rise again is illegal. If it was the same manager who told you were never getting a rise again who put you on the PIP, then they may have had it in for you and were using the PIP to push you towards the door. Not saying that happened, but things like that do. You may be better off outside the company for a number of reasons, but from what you've said, there is also plenty to suggest you've been treated inappropriately and so having a clear picture of everything should be useful for you to get advice, or argue your case.

butterfinger · 14-03-2026 03:52AM

thank you all for the advice.

I received an email from HR asking to meet with them next week- HR only. Will keep you updated

Tell me how · 14-03-2026 10:11AM

https://www.boards.ie/discussion/comment/124310888#Comment_124310888

Good luck.

Don't agree with anything you feel you need to have a think about. If they say anything and ask you to sign something or accept their take on it, it might be best to just tell them you need to have a think about what is discussed before responding.

Bring a notepad and pen to make key notes/bullet points if you feel it might help remember afterwards, and ask them to email you a summary immediately after if you feel a lot of different things are discussed. Again, good luck, these things don't have to be a negative experience, but it is worth being prepared in these ways to help you process things after.

Oscar_Madison · 14-03-2026 10:23AM

https://www.boards.ie/discussion/comment/124310888#Comment_124310888

Hard to know how it will go-- they’ve essentially left you drift for a number of years - whatever happened in the past has stuck - whether it’s the client you had a challenge with or taking on a boss over a compliance issue, someone in there doesn’t like you.
Forcing you back to the office was a way to see if you’d crack and just leave - the PIP gives an illusion of following a process but my own view is it wouldn’t stand up to scrutiny in an employment appeals situation - however, getting there would be a lot of work on your part and it would be tough going and hard to know what monetary payment if any you’d receive.

As I said above, copy everything you can in terms of emails etc from the time you had the issues if you still have them and also the PIP interactions -get as much evidence as you can in terms of company wrong doing against you case things go south .

Esel · 14-03-2026 06:03PM

AFAIK you are entitled to have a union representative or a colleague with you. You should definitely do so if you can. They can take notes, and can be your witness as to how the meeting goes.

There will be at least two of them, and the purpose of that is so they have corroboration of their version of how the meeting went.

butterfinger · 15-03-2026 12:45AM

there will be 3 people from hr. My job/firm does not have a union. My direct manager was removed after my pip. I can bring on another colleague but most are not willing to go

Tell me how · 15-03-2026 12:42PM

https://www.boards.ie/discussion/comment/124313398#Comment_124313398

Do you have a meeting date set? Did they specifically tell you what the purpose of the meeting is?

When the PIP was started, or when it was discussed before Christmas, were clear objectives of the process laid out initially, and then reviewed? Were you given feedback as to how you were doing and where you needed to focus aside from being told it was continuing?

butterfinger · 22-03-2026 04:01AM

update

Had an informal meeting with HR. They/he/she were very pleasant- unlike previous meetings. Stated that the formal PIP (final PIP) will be in the next few weeks. Stated that they were aware that I had a good relationship with my new boss!!!
Will keep you posted

butterfinger · 22-03-2026 07:18AM

the pip stared in sept - it was reviewed in dec (2 days before Christmas and 2 days before my current boss retired). There has been no formal meetings since he retired. Told there will be a meeting soon with new boss and independent person in the future- the pip has expired (on paper)

Etc · 22-03-2026 10:18PM

Don’t let a pleasant meeting lull you into a false sense of security. Did they say yo were on-track, off track or provide any metric to you ?

Oscar_Madison · 22-03-2026 10:37PM

https://www.boards.ie/discussion/comment/124333440#Comment_124333440

It was my first thought too- feels like OP is being placed in a holding pattern for another while- I’d hate to be working there, treated like that after 22 years.

Tell me how · 22-03-2026 11:13PM

https://www.boards.ie/discussion/comment/124331484#Comment_124331484

FYI, a PIP should generally be formally reviewed at least monthly but ideally every fortnight or even weekly in some cases. The whole idea is that the person completing it is receiving guidance and feedback to Improve their Performance.

If the company says it needs to continue, or it is ongoing, you'd be entitled to an explanation as to why that is the case, and what sort of engagement they intend applying to it going forward.

It's completely unacceptable for a company to hold the threat of being on a PIP over an employee for an extended period.

butterfinger · 23-03-2026 04:12PM

no

butterfinger · 23-03-2026 05:56PM

the informal meeting with HR I believe was a holding position- I believe that the PIP was a personal vendetta by previous boss. I believe that the current boss (who HR admitted I had a very good relationship with) doesn’t want to proceed. However the unknowing is difficult…

butterfinger · 23-03-2026 05:57PM

In the meantime, I am taking classes to upscale in order to move on

Sleepy · 23-03-2026 06:05PM

If you have the "never getting a raise again" remark in print or email (or even if you don't tbh) I'd be talking to a solicitor specialising in employment law as you could well have a very strong case for constructive dismissal.

Deep Thought · 23-03-2026 06:22PM

https://www.boards.ie/discussion/comment/124335249#Comment_124335249

I had similar, old boss, I changed jobs and then the bollox started in my new company . He kicked off again and wanted me put on PIP 3 weeks before my probation was due ( I was 6 months in job)

I went to HR and told them of my previous interactions at another company with him and that what he is doing transgressed from professional to personal and I am seeking external advice on the matter.

It all disappeared then

Final warning - PIP

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