Written by Gabby Daymond, Founder of HerHR
HR Strategist (14+ years experience) | LLB (Law) | Supporting Australian employees and SMEs navigate complex workplace issues.
Last updated: June 2026
Facing a performance meeting or PIP?
You have workplace rights to fair treatment, genuine support, and a real chance to improve — not just be “managed out.” The way this process is handled can shape your confidence, wellbeing, and career.
The below guide explains your rights, what’s reasonable, and how to protect your wellbeing and career. Keep in mind every situation is unique and it is best to get expert support for your particular situation.
What Is Performance Management? (And What a Fair Process Looks Like)
Performance management is supposed to help you succeed at work — not punish you.
A fair process should include:
- Clear expectations and success measures
- Specific behaviours or outcomes to improve
- Written documentation
- Support, training, or adjustments
- Reasonable timeframes
- Regular feedback meetings
If your first warning is a formal meeting — that’s a signal the process may not have been handled appropriately.
The Real Reasons Performance Issues Happen (And It’s Not Always You)
Performance concerns often reflect workplace design issues, not personal capability.
Common causes include:
| Workplace factor | How it impacts performance |
|---|---|
| Workload increases / role creep | Errors, exhaustion, burnout |
| Constantly changing goals | Hard to hit a moving target |
| Poor management communication | You can’t meet expectations you don’t know |
| Psychological hazards | Stress reduces clarity, confidence & focus |
| Lack of onboarding or training | You were never set up to succeed |
If these apply, the process should focus on fixing the system, not blaming the employee.
Performance Management Rights in Australia
You are protected by legislation including:
- Fair Work Act 2009 (Cth)
- Disability Discrimination Act 1992 (Cth)
- Work Health and Safety laws (psychological safety included)
Your employer must:
✅ Act reasonably and without bias
✅ Allow you to bring a support person to meetings
✅ Provide the support needed to improve
✅ Consider health or personal factors (e.g. ADHD, anxiety, menopause)
✅ Avoid unfair dismissal practices
You still have rights — even if you’ve made mistakes.
How to Respond to a Performance Meeting (Script You Can Use)
Emotion is human — but strategy is powerful.
You might say:
“I am committed to meeting expectations. Can we clarify what success looks like, and put regular check-ins and support in place to help me achieve that?”
Then ask for:
- Written plan
- Clear metrics
- Training/support options
- Realistic timeframes
- Fortnightly check-ins documented
- Summary email to confirm what was agreed – if this differs to your account, raise it promptly. If they delay sending you this, then you should send them a summary email to confirm what was agreed.
Red Flags of an Unfair Performance Process
🚩 You’re surprised by the feedback
🚩 Documentation suddenly becomes very formal
🚩 Expectations shift without explanation
🚩 Support is promised but never delivered
🚩 There’s pressure to accept blame without evidence
🚩 Performance is used to silence concerns or health needs
If your stomach drops reading these — you’re not alone. Support is available — the earlier you reach out, the more options you’ll have to protect your confidence, wellbeing, and career.
Why Expert Workplace Support Can Change the Outcome
Most employees don’t know what’s reasonable — or how much power they actually have.
Getting independent, expert guidance ensures:
- We can course-correct your situation with strategy, not stress
- You stay confident, calm and clear about your options
- You don’t accidentally agree to something harmful or unrealistic
- Your rights and wellbeing are protected throughout the process
- Meetings remain structured, fair and professional
- You have scripts and strategy — not guesswork
It’s not just about keeping your job.
It’s about protecting your career, confidence and peace of mind.
Need Help Now? You Don’t Have to Face This Alone
HerHR offers confidential employee support sessions across Australia via phone or video. Book an appointment below. For urgent support, contact 0481 578 653.
Disclaimer: This content provides general workplace information only and should not be taken as legal advice. Every employment situation is unique, and outcomes can differ depending on your role, contract, and workplace environment. A confidential 1:1 consult can help you understand the best next steps for your situation.
