Best examples of performance improvement plan for attendance problems

Real-world examples of performance improvement plan for attendance problems

Let’s start where most managers get stuck: what does a good attendance PIP actually look like on the page? Below are several realistic examples of performance improvement plan for attendance problems, each tailored to a different situation. You can mix and match language to fit your policies and culture.

Example of performance improvement plan for chronic lateness

Situation: An employee is consistently 10–20 minutes late three to four times per week, disrupting a customer-facing team.

Sample PIP language:

Performance Concern: Over the past 60 days, you have arrived late for your scheduled shift on 18 occasions, ranging from 8 to 25 minutes late. This results in delayed customer service coverage and requires coworkers to adjust their breaks and workload.

Attendance Expectation: Effective immediately, you are expected to arrive on time for all scheduled shifts. “On time” means clocked in and ready to work at your scheduled start time.

Performance Goal: For the next 60 days, you must have no more than 1 late arrival per 30-day period, and no late arrival may exceed 5 minutes.

Action Steps:
• Review and adjust your morning routine and commute plan by [date].
• Set two alarms and a calendar reminder for your start time.
• Notify your supervisor at least 30 minutes before your shift if an unexpected delay occurs.

Support Offered: Your supervisor will meet with you weekly to review your attendance report and discuss any barriers. You may request a temporary schedule adjustment for the next 30 days if transportation is a documented issue.

Consequences: Failure to meet this attendance goal during the 60-day PIP period may result in further disciplinary action, up to and including termination.

This is one of the best examples of performance improvement plan for attendance problems because it’s specific: it names the pattern, defines “on time,” sets a target, and offers practical support.

Example of performance improvement plan for excessive unscheduled absences

Situation: An employee frequently calls out same-day, often on Mondays or Fridays, creating coverage gaps.

Sample PIP language:

Performance Concern: In the past 90 days, you have had 10 unscheduled absences, 7 of which occurred on Mondays or Fridays. These absences were not requested in advance and required last-minute schedule changes for your team.

Attendance Expectation: You are expected to follow the company’s attendance policy, which allows up to 6 unscheduled absences in a rolling 12-month period. Time off should be requested at least 7 days in advance whenever possible.

Performance Goal: During the 60-day PIP period, you must:
• Have no more than 1 unscheduled absence per 30-day period.
• Follow the call-out procedure by notifying your supervisor at least 1 hour before your shift.

Action Steps:
• Review the attendance policy with HR by [date].
• Submit planned time-off requests for any known upcoming appointments or travel by [date].
• Track your own attendance using the company portal to stay aware of your remaining allowable absences.

Support Offered: You are encouraged to speak with HR about whether a predictable schedule, intermittent leave, or other accommodations may be appropriate if there is an ongoing health or family issue.

Consequences: If you exceed the allowed unscheduled absences or fail to follow call-out procedures during this PIP, further discipline, up to termination, may occur.

When people ask for examples of performance improvement plan for attendance problems that deal with last‑minute call-outs, this kind of language is a strong starting point.

Example of performance improvement plan for attendance problems tied to health issues

Situation: An employee’s attendance has declined due to migraines, anxiety, or another health condition, but there’s no clear plan and the team is struggling.

Sample PIP language:

Performance Concern: Over the past 6 months, you have had 14 absences and 9 early departures related to health issues. While we recognize health concerns can arise, the frequency and unpredictability of these absences significantly impact coverage and project timelines.

Attendance Expectation: You are expected to maintain regular attendance and to work your full scheduled shift unless you have approved leave or an approved accommodation.

Performance Goal: In the next 90 days:
• Limit unscheduled absences to no more than 2 days.
• Provide advance notice (when medically possible) of upcoming appointments.

Action Steps:
• Meet with HR by [date] to discuss possible accommodations or intermittent leave options.
• Provide updated medical documentation if you are requesting a schedule or duty modification.
• Coordinate with your manager to adjust deadlines or redistribute tasks when you have planned medical appointments.

Support Offered: You are encouraged to consult with your healthcare provider about strategies to manage your condition while working. The company can provide information on leave options under applicable laws (such as the Family and Medical Leave Act in the U.S.). You may also use the Employee Assistance Program for counseling or stress management resources.

Consequences: If attendance does not improve to an acceptable level or if you do not follow agreed-upon accommodations and procedures, additional corrective action may be taken.

For medical situations, it’s smart to pair these PIP expectations with reliable health information from sources like Mayo Clinic or NIH so employees understand their options, and with legal guidance on leave from sites like DOL.gov.

Example of performance improvement plan for remote worker attendance and availability

Situation: A remote employee logs in late, disappears from chat for long stretches, and misses virtual meetings.

Sample PIP language:

Performance Concern: During the last 45 days, you have logged in after your scheduled start time on 12 occasions, have not responded to messages for extended periods during core hours, and have missed 3 scheduled virtual meetings without notice.

Attendance Expectation: You are expected to be logged in and available from 9:00 a.m. to 5:00 p.m. Eastern Time, Monday through Friday, with a 1-hour lunch break. Core hours of 10:00 a.m.–3:00 p.m. require active availability via chat and email.

Performance Goal (next 45 days):
• Be logged in by 9:00 a.m. ET on at least 95% of workdays.
• Respond to messages within 15 minutes during core hours.
• Attend all required meetings or provide at least 2 hours’ notice if you cannot attend.

Action Steps:
• Establish a consistent start-of-day routine (log in, check email, update status) and share it with your manager by [date].
• Use calendar blocks to mark breaks and focused work time.
• Immediately inform your manager if your home situation (childcare, internet issues) interferes with your availability.

Support Offered: Your manager will review your daily activity reports with you twice a week and can help adjust meeting times if time zones or caregiving responsibilities are a factor.

Consequences: Continued failure to meet attendance and availability expectations during this PIP may result in reassignment or further disciplinary action.

Post‑pandemic, hybrid and remote attendance expectations have become a bigger focus. Surveys from 2024 show that many organizations are rewriting policies to define “attendance” as both time online and responsiveness, not just physical presence.

Example of performance improvement plan for attendance problems in a manufacturing or shift environment

Situation: In a plant, warehouse, or retail store, one person’s lateness or absence can literally shut down a line or delay opening.

Sample PIP language:

Performance Concern: In the last 60 days, you have had 6 late arrivals and 3 no-call/no-show incidents for your scheduled shifts. These incidents required overtime from coworkers and delayed production start times.

Attendance Expectation: You are expected to:
• Arrive at least 10 minutes before your scheduled shift to allow time for safety checks and handoff.
• Notify your supervisor at least 2 hours before your shift if you are unable to work.
• Avoid no-call/no-show incidents entirely.

Performance Goal (next 60 days):
• Zero no-call/no-show incidents.
• No more than 1 late arrival, and no late arrival exceeding 5 minutes.

Action Steps:
• Confirm your weekly schedule in writing with your supervisor every Friday for the upcoming week.
• Arrange backup transportation or carpool options by [date].
• Use the timekeeping app to set reminders 1 hour before your shift.

Support Offered: Transportation stipends, shift swaps (following policy), or a different shift may be considered if they help you meet attendance expectations.

Consequences: Any no-call/no-show during this PIP or failure to meet the lateness goal may result in termination.

This kind of language is one of the clearest examples of performance improvement plan for attendance problems in operational roles where timing is tightly linked to safety and production.

Example of performance improvement plan for attendance and engagement in meetings

Situation: A salaried professional technically “shows up” but routinely arrives late to meetings, leaves early, or multitasks and misses key information.

Sample PIP language:

Performance Concern: Over the last quarter, you have arrived more than 10 minutes late to 7 of 12 team meetings and have left early from 3 client meetings. You have also requested repeat explanations for information that was covered during portions of meetings you missed.

Attendance Expectation: You are expected to attend all required meetings on time, stay for the full scheduled duration unless otherwise agreed, and be fully present and engaged.

Performance Goal (next 60 days):
• On-time arrival for at least 95% of required meetings.
• No unapproved early departures.
• Demonstrated preparedness (reviewing agendas and materials in advance).

Action Steps:
• Block 10-minute buffers before and after key meetings on your calendar.
• Review the agenda and documents at least 1 hour before each meeting.
• Communicate conflicts at least 24 hours in advance.

Support Offered: Your manager will help prioritize which meetings are mandatory versus optional and adjust your workload if meeting volume is causing conflicts.

Consequences: If meeting attendance and engagement do not improve, it may affect your eligibility for leadership roles and future project assignments.

This may not look like a classic attendance issue, but in knowledge work, “being present” includes being on time and mentally engaged.

How to write your own examples of performance improvement plan for attendance problems

Now that you’ve seen several concrete examples, let’s break down the structure so you can create your own.

Strong examples of performance improvement plan for attendance problems usually include the same building blocks:

Clear description of the pattern. Instead of saying, “You’re often late,” specify, “You arrived more than 10 minutes late on 9 of the last 20 workdays.” This is fairer and easier to measure.

Reference to policy. Point to the attendance, time-off, or remote work policy. This keeps the plan grounded in standards that apply to everyone, not personal preferences.

Specific goals and timeframes. Good plans set a defined period (often 30–90 days) and a measurable goal, such as “no more than 1 late arrival per month” or “zero no-call/no-show incidents.”

Action steps the employee can control. This is where you move beyond “do better.” Think alarms, backup childcare, earlier bus routes, calendar management, or using a timekeeping app.

Support and resources. The best examples of performance improvement plan for attendance problems offer help, not just threats: flexible scheduling, HR conversations, information about leave, EAP counseling, or workload adjustments.

Consequences stated plainly. Employees should not be surprised by what happens if the plan fails. Spell out that continued attendance issues may lead to suspension, reassignment, or termination, consistent with your policy and local law.

When you’re writing your own example of performance improvement plan for attendance problems, you can literally walk through those building blocks as a checklist and make sure each one shows up in the document.

2024–2025 trends that should shape your attendance PIPs

If your attendance policies and PIP templates were written before 2020 and never updated, they’re probably out of step with how people actually work now. As you review these examples of performance improvement plan for attendance problems, keep a few current trends in mind:

Hybrid and remote work: Attendance is no longer just “butts in seats.” It’s about availability, responsiveness, and meeting participation. Many organizations now define core hours, response-time expectations, and camera policies for certain meetings.

Mental health and burnout: Absences tied to anxiety, depression, and burnout have increased in recent years. Reliable organizations like CDC and NIH highlight the impact of mental health on work. Good PIPs acknowledge this reality and connect employees with support rather than assuming bad intent.

Legal and policy awareness: In the U.S., laws such as the Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA) can intersect with attendance issues. Employers should stay informed through sources like DOL.gov and, when needed, consult legal counsel before finalizing a plan.

Data-driven conversations: Modern timekeeping and HRIS systems make it easier to show patterns clearly. Instead of arguing about feelings, you can review an attendance report together and build the plan around facts.

If you want your own examples of performance improvement plan for attendance problems to hold up in 2024–2025, they should reflect these realities: flexible where it makes sense, clear about expectations, and aligned with current law and technology.

Frequently asked questions about examples of performance improvement plan for attendance problems

Q: Can you give a short example of a simple attendance PIP for a first-time issue?

Yes. For a first-time, mild pattern (say, three late arrivals in a month), your example of performance improvement plan for attendance problems might be a brief written warning with a 30‑day goal:

“Over the last month, you arrived more than 10 minutes late on 3 occasions. During the next 30 days, you are expected to arrive on time for all scheduled shifts. Any further late arrivals may result in a formal performance improvement plan. Please set alarms and plan your commute to ensure on-time arrival.”

This is lighter than a full PIP but still documents expectations.

Q: How long should a performance improvement plan for attendance last?

Most organizations use 30, 60, or 90 days. Shorter periods (30 days) work well for simple lateness patterns. Longer periods (60–90 days) make more sense for health-related attendance issues, complex schedules, or remote work habits that require behavior change over time.

Q: Are employees allowed to suggest changes to their own PIP?

Yes, and it’s often helpful. Some of the best examples of performance improvement plan for attendance problems are co-created. Employees can propose realistic start times, explain caregiving or transportation constraints, or request accommodations. Managers still need to ensure the final plan meets business needs and follows policy.

Q: What happens if an employee meets the PIP goals but then slips back later?

Many companies consider a PIP “successful” if the employee meets the goals during the plan period, but they also monitor for a reasonable time afterward. If attendance problems return, you might move more quickly to stronger discipline, since expectations and support were already clearly documented.

Q: Should I ever skip a PIP and move straight to termination for attendance?

In some cases—like repeated no-call/no-show incidents, safety-critical roles, or very short-tenure employees—your policy may allow immediate termination. But for ongoing employees, having documented examples of performance improvement plan for attendance problems generally protects both the organization and the employee by showing that expectations were clearly communicated and support was offered.

If you use the examples of performance improvement plan for attendance problems in this guide as templates—adjusting dates, numbers, and policy references—you’ll be able to write plans that are fair, specific, and actually help people improve, instead of just checking a box on the way to a tough conversation.