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An employee is being recommended by business to be put on Performance improvement plan (PIP). She has also mentioned to her supervisor of mostly going on maternity leave 6-8 months from now. There is enough documentation which validates performance issues for the last 6+ months. Is there any risk moving her to PIP immediately, if we keep maternity part aside at this moment?
If her performance issues are documented and unrelated to maternity, you can put her on a PIP. But proceed carefully to avoid claims of discrimination later. Document everything clearly and ensure the decision is purely performance-based. It is good to consult your HR legal advisor before acting, just to stay safe. For further legal assistance contact us on our helpline number.