Can we cut a performance improvement plan short if the employee's performance issues have gotten substantially worse?
 
In general, yes. When an employee is on a performance improvement plan (PIP), and their performance has not improved and has, in fact, gotten worse, it is perfectly reasonable to cut the timeframe of the PIP short and move forward with further disciplinary action, including termination. Unless it’s written to say otherwise—and it absolutely shouldn’t be—a PIP is not a guarantee of employment for the duration of the plan. It shouldn’t alter the at-will employment relationship.

Just be sure that you are following historical practices if you have had similar situations in the past. The most important thing is to remain consistent. Document—and tell the employee—the reason why the PIP was cut short, listing each policy violation or performance issue individually, in case you are asked to provide context at a later date.

Still need help with which performance improvement plans? Contact our team today!

Recommended For You

Why Thread Chooses to Do a SOC Audit and What It Means for Our Clients Compliance Security Safety

Why Thread Chooses to Do a SOC Audit and What It Means for Our Clients

Lori Winters August 27, 2025
The Big Beautiful Bill Act: What Employers Need to Know for 2025

The Big Beautiful Bill Act: What Employers Need to Know for 2025

Barbara Collins
Barbara Collins August 19, 2025
Thread Makes the 2025 Inc 5000 List!

Thread Makes the 2025 Inc 5000 List!

Barbara Collins
Barbara Collins August 13, 2025