Forced Into a Performance Improvement Plan on Discriminatory Grounds
Dec 23, 2025
8 views
1 answers
Employment Law
► Hi,
I am being forced into a performance improvement plan on discriminatory grounds where its being issued for rating concluded for firs half of 2025 but the data is referenced from 2024. Also, the evidences such as delayed assignments of accounts and projects to me, non-compliance by at least 15 teammates prior to me including people at lead positions, promotions of people who have been non-compliant are ignored by the Leadership when referring to H1 2025 while forcing me to acknowledge the PIP.
8 views
1 answer
1 Answer
Dec 25, 2025
Dear Sir,
What you should do immediately (practical steps)
Acknowledge with written reservation
You may acknowledge receipt only, not agreement.
Sample language (safe and legally correct):
“I acknowledge receipt of the PIP document. However, I respectfully place on record that I do not agree with the basis, timeline, or conclusions of the PIP, as it relies on data from 2024 while being applied to H1 2025, and does not consider delayed project allocation, comparative non-compliance across the team, or differential treatment. I reserve my right to submit a detailed written response.”
This protects you.
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