Responding in writing: fairness & mitigating factors
A written response is useful when:
- There’s no substantive basis for management action (substantive fairness);
- The employer hasn’t followed its own procedure or an EA (procedural fairness); or
- There are mitigating factors affecting performance (e.g., illness, caring responsibilities, role or organisational changes).
Tips: Be professional and concise; avoid unnecessary emotion. You may respond in a separate letter or within the PIP form. If the employer departs from policy/EA timelines or steps, object in writing and set out the departures.
Bullying?
Performance management is usually reasonable management action, but if the PIP appears part of unreasonable behaviour directed at you, seek advice promptly.