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A Performance Improvement Plan helps Danish employers work with struggling employees to get them back on track. It's a structured document that outlines specific workplace challenges, sets clear goals for improvement, and defines measurable targets - all while following Denmark's strict employment protection rules.

Danish companies typically use these plans before considering dismissal, as they align with the collective agreement requirements and workplace cooperation principles. The plan usually runs for 30-90 days, documenting regular check-ins, providing necessary training support, and ensuring both manager and employee understand the expected progress - making it a key tool for fair employment practices under Danish labor law.

Consider using a Performance Improvement Plan when an employee's work consistently falls below expected standards, but termination isn't your first choice. Common triggers include missed deadlines, poor quality work, or behavioral issues that impact team performance - especially when informal feedback hasn't led to improvement.

Under Danish labor laws, these plans serve as essential documentation before considering dismissal. They protect both employer and employee interests by creating a fair chance for improvement. Start the process early when you notice ongoing issues - waiting too long can harm team morale and productivity while potentially complicating legal compliance with collective agreements and workplace regulations.

• Basic Performance Plan: Focuses on core job duties and specific performance metrics, typically used for entry-level and mid-level employees
• Behavioral Improvement Plan: Addresses workplace conduct, communication issues, or conflicts with Danish work culture norms
• Skills Development Plan: Emphasizes training needs and professional growth, often used in technical or specialized roles
• Leadership Enhancement Plan: Tailored for managers needing improvement in team management and leadership competencies
• Compliance-Focused Plan: Specifically addresses adherence to Danish workplace regulations and company policies

• HR Managers: Create and oversee Performance Improvement Plans, ensuring compliance with Danish labor laws and company policies
• Direct Supervisors: Help identify performance issues, set goals, and conduct regular check-ins during the improvement period
• Employees: Must understand, agree to, and work toward meeting the outlined performance targets and milestones
• Union Representatives: Often participate in the process to ensure fair treatment under collective agreements
• Legal Advisors: Review plans for compliance with Danish employment regulations and provide guidance on documentation

• Performance Documentation: Gather specific examples of performance issues, including dates, incidents, and previous feedback given
• Job Description Review: Compare current performance against official role requirements and team expectations
• Goal Setting: Define clear, measurable objectives that align with Danish workplace standards and company policies
• Timeline Planning: Establish realistic improvement deadlines and check-in schedules, typically 30-90 days
• Support Resources: Identify necessary training, mentoring, or tools needed for improvement
• Union Compliance: Review relevant collective agreements and prepare required documentation for union representatives

• Employee Information: Full name, position, department, and immediate supervisor details
• Performance Issues: Specific, documented examples of underperformance or behavioral concerns
• Improvement Goals: Clear, measurable objectives aligned with Danish workplace standards
• Timeline Section: Start date, review periods, and completion date (typically 30-90 days)
• Support Measures: Training, resources, and assistance to be provided
• Consequences Statement: Potential outcomes if goals aren't met, following Danish labor laws
• Signatures Block: Employee, manager, HR representative, and union representative where applicable

A Performance Improvement Plan differs significantly from a Performance Review Document in both purpose and legal implications. While they're often mentioned together in Danish workplace discussions, they serve distinct functions in employee management.

• Timing and Purpose: Performance Reviews are routine evaluations done at regular intervals for all employees, while PIPs specifically address ongoing performance issues and are initiated only when needed
• Legal Weight: PIPs carry stronger legal significance under Danish labor law, often serving as crucial documentation before potential termination
• Duration: PIPs have specific timeframes (usually 30-90 days) with clear milestones, while Performance Reviews are single-point assessments
• Follow-up Requirements: PIPs mandate regular check-ins and documented progress updates, whereas Reviews typically conclude with annual or semi-annual goal setting
• Union Involvement: PIPs often require union representative participation under collective agreements, while Reviews generally don't