I found out that my bosses that put me on PIP did not involve HR in the document. Is this legal? The feedback was extremely vague too, for example, lacks proactivity, gives unclear answers and so on. Without any clear examples. Should I do something about it? Complain to someone? This had a huge impact for my mental health, I am feeling being bullied out from my job.

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Please have a conversation with HR about this.

I was in a similar situation (PIP with no obvious HR involvement; unclear directives and timeline to improvement; no check-ins with my boss who put me on the PIP; I only “got off” the PIP because I informed HR of its unclear state) and it affects my mental health years later.

Take care of yourself. 💪

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Thank you! It seems very convenient, as it’s literally no clarity at all. What I also found odd is that my creative partner was informed about this too, I thought you can’t do those things due to GDPR.

And especially weird as that person who is interested in my position is involved in the whole process, documents and reviews. There were some things I got criticised about and I realised those exact things could have only come out from that person.

In the USA a PIP is usually the preamble to being fired. I don’t know if it’s different in the U.K. With the PIP the employer sets impossible expectations for the employee, so there’s a legal excuse to fire him/her while having their ass covered. If you feel that there’s the honest intention to help you improve your performance stay. Otherwise, it’d be advisable to start looking for another job.

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True, it’s I think everywhere like that but I just find it quite odd that HR was not involved in the processes. I thought it needs to be comfirmed with HR and meetings need to be with HR involved. It feels as they just try to get rid off me without any normal process, clarity or integrity in their feedback (which is obviously is vague)

P.S. This is in the UK

helpful

I’m from the US. Over here, the manager needs to draft the PIP with HR. You should contact HR and set up a meeting with both them and your managers. Press for them to provide specific examples to back up their claims and strongly state that you do not agree with the feedback because XYZ. Be very strong in your defense and communicate to HR that you were not given any verbal warnings (if that is true).

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Thank you. Will do. The only meetings I had was with line manager and another manager.

There was someone from C suite involved on the doc but no sign of HR. It was not even emailed officially just shared on teams.

I know there is one person that is quite interested in getting my place that gets alongs with the boss, and that person was also in the document. I am planning to quit anyways but don’t want any bad references or feedback in my employment. I never had it and it all just seems just a personal thing rather than rational.

Instead of complaining, would there be a way to ask them for more clarity?

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@Patricia. Person did not complain. It was a question and a valid concern. Please don’t gaslight.

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I’m not an employment lawyer but work enough with HR that I’d say it isn’t a legal requirement to involve them. Imagine a small company without a HR function, the same rules have to apply. If you ended up going down an unfair dismissal route the firm would have to prove they thought the PIP was fair/ reasonable and gave you good opportunity to improve. Who wrote it wouldn’t matter.

The HR team will definitely frown on the manager for not being involved although even if they were the manager would probably still write the PIP with HR vetting it before the manager delivers it to the employee.

Ultimately if a senior enough manager made the call to try and exit you from the business, irrespective of reality or the PIP, the HR team is there to facilitate making that happen whilst limiting risk to the business (legal / financial / reputational).

The situation reads like a slightly inexperienced or naive manager possibly genuinely thinking they’re helping you improve to the level of they’re expectation. Despite the lack of clarity.

- Flag with HR
- Start looking for a new role

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Thank you for such detailed answer! That’s really helpful and gave some clarity!

Also telling your creative partner is a huge no no! You might have a constructive dismissal case based on just that alone.

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Thank you! Will use this!

Sounds like havas? A bunch of us have recently been managed out

What happened at Havas? Havas London?

Sounds like it's not an official PIP if HR isn't involved, probably just a way for your boss to piss you off/micromanage you out of the company without actually going through the proper channels

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