Guided PIP builder with quality checks
Step-by-step questions, with checks that flag vague evidence, missing support and unfair wording before you finish.
Performance documentation for small teams
Get your team records ready for 1 January 2027.
From January, staff in England, Scotland and Wales can claim unfair dismissal after six months. OnRecord helps small teams run fair PIPs and probation reviews, with every step documented.
Guided PIP builder
STEP 3 OF 5
Set a clear expectation
Describe the improvement needed and how you will recognise it.
Expected standard
What should change, and by when?
Evidence to review
Choose a measure or example
Built by a talent development specialist with 20 years in performance management.
What changes on 1 January 2027
- For ordinary unfair dismissal, the qualifying period becomes six months from 1 January 2027 in England, Scotland and Wales. Northern Ireland is excluded.
- The effective date of termination determines which qualifying period applies. A dismissal before 1 January can still fall under the new rules if its effective termination date is on or after that date.
- Statutory notice counts as service for the qualifying period, whether or not the notice is worked.
- The compensatory-award cap for ordinary unfair dismissal is removed from 1 January 2027 in England, Scotland and Wales; the changes do not apply in Northern Ireland.
- Existing day-one protections, including discrimination and automatically unfair grounds, are separate from the six-month qualifying period.
- A probation review or written record alone does not prevent a claim. A fair reason, suitable process and supporting evidence remain important.
Made for the people handling the hard partsFoundersOperations leadsPeople managersFractional HR
A little more structure, when it matters
A fair process starts with clear details.
When a performance concern is hard to raise, a blank document leaves too much to guess. OnRecord gives managers a practical path from the first written concern to the next review.
UK PIP PDF and manager’s meeting guide
A clear letter for the employee and a separate guide for your meeting. Included in paid plans.
Review dates and email reminders
An email the day before each check-in, so no review is missed. Included in paid plans.
Dated review outcome notes
Record what was agreed at each review, with the date, on the same record. Included in paid plans.
Probation date checker
See when each person in your team gains unfair dismissal protection. Free.
Free PIP draft checker
Paste a PIP you’ve written and get a score for clarity, fairness and evidence. Free.
Pricing
One-off document
$49 per document (about £37)
Unlocks the PDF and meeting guide for one selected record only.
Choose a recordTeam
$59/month (about £45)
Unlimited documents, PDF downloads, meeting guides, review reminders and outcome notes. Multi-manager team accounts coming soon.
Choose TeamConsultant
$179/month (about £136)
The same features as Team for now.
Choose ConsultantThe first 50 people to start a paid Team plan before 8 December 2026 at 23:59 UK time pay $39/month (about £30) for as long as their subscription stays active. The offer is applied automatically when eligible.
Create and edit drafts for free. Paid plans add PDF downloads, meeting guides, review reminders and outcome notes.
Prices are charged in US dollars. Your bank converts the amount at checkout.
For fractional HR consultants
Support more than one team, without losing the thread.
The same features as Team for now. Client workspaces and white-label PDFs coming soon.
Choose ConsultantBefore you begin
A few useful things to know.
Who is OnRecord for?
Founders, operations leads and managers at small companies without an HR team, as well as fractional HR consultants working across clients.
What does a guided record include?
Prompts help managers capture the issue, evidence, expected standard, support offered and review dates.
Is an OnRecord document legal advice?
No. OnRecord documents are not legal advice. They do not guarantee a fair process or legal compliance.
What changes for small businesses in January 2027?
From 1 January 2027, the qualifying period for ordinary unfair dismissal changes from two years to six months in England, Scotland and Wales, and the compensatory-award cap is removed. The changes do not apply in Northern Ireland. The effective date of termination controls the transition: the two-year rule remains where that date is before 1 January 2027. Statutory notice counts as service. Existing day-one protections, including discrimination and automatically unfair grounds, are separate. A probation review alone does not prevent a claim; a fair reason, suitable process and supporting evidence still matter. This is general guidance, not legal advice.
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