PIP Decoder

A Performance Improvement Plan can be a genuine chance to improve — or a paper trail built to justify pushing you out. Answer a few questions and this tool will show you the signals courts have discussed when weighing whether a PIP is pretext.

This is general legal information, not a legal opinion. Many PIPs are legitimate. This tool does not decide whether your PIP is lawful or unlawful, and using it does not create an attorney-client relationship. Your answers stay in your browser — nothing you enter is sent or stored (we count anonymous page visits only).

1. When did the PIP appear? Soon after I complained, reported something, or took protected leave After protected activity, but several months later There was no complaint or protected activity Not sure

2. What did your record look like just before the PIP? I was meeting or exceeding my goals / had positive reviews Mixed — some good, some critical feedback I had documented performance problems before the PIP

3. Are the PIP's goals specific and achievable? Specific, measurable, and realistically achievable in the time given Vague or subjective ("improve attitude," "be a team player") Effectively impossible, or the targets keep moving

4. How did the negative documentation appear? Suddenly, with little or no prior write-up history Some prior feedback existed, but it escalated quickly There was a consistent, longstanding record

5. Were others treated the same? I seem to have been singled out; similar colleagues weren't Others in similar situations were treated the same way I don't know