Abstract

The Performance Improvement Plan (PIP) is a management tool commonly used by enterprises to enhance employee performance and is often cited as a basis for terminating employment contracts due to incompetence. However, due to the lack of specific standards defining "incompetence", there are misunderstandings in its application. A comprehensive analysis of numerous cases reveals that PIP is typically associated with "incompetence", yet it does not fulfill the role of "training" as stipulated under the Labor Contract Law of the People’s Republic of China for termination based on incompetence, thereby posing risks of unlawful termination. Employers should establish or clearly stipulate evaluation systems and standards, implementing PIP based on these guidelines. Adhering to a complete evaluation process, while respecting employees' rights to suggest training and be informed, is essential to mitigating legal risks.

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