Resigning during a PIP

[MagpieJack]

First time poster here.

We have recently put a member of staff on a Performance Improvement Plan lasting six weeks. They were informed via email and over Zoom and the PIP has been positively acknowledged, although nothing has been signed given the current working situation.

Now, two week's into their PIP, they've handed their notice in, saying they will continue to work for three months as per their contracted notice period.

What is the recommended course of action in this scenario?

 

[DontAsk]

If they're not performing well, and won't be missed by the business, just let them go (i.e on "gardening leave") and pay their notice.

Or make them work out their notice.

Or ...

Too little information. Can they "fail" the PIP? What do your procedures say would happen then? Do you expect them to still be with you in 3 months, regardless of the PIP outcome?

 

[Mr D]

If you trust them and want to keep them then have them work their notice.
If you don't trust them then pay outstanding holiday pay and their notice and don't have them back in the workplace.

Depends which is cheaper / less damage for you.

 

[Talay]

Don't ever have people on 3 months notice. Way too long.

 

[SillyBill]

Personally I'd see this as a great outcome. Lets face it a PIP means that things have reached a point where the employer either wants them out (rightly or wrongly) and is going through the motions or they've been identified as a low performer that needs to be brought up to standard. Either way a resignation would in most cases be welcomed? Unless you are desperate for cash and were expecting the PIP not to be navigated and therefore their move has cost you 6 weeks then I don't see the issue? For a simple transactional exit I'd happily pay someone an extra 6 weeks and not have the aggro of them potentially making a song and dance with an unfair dismissal claim. Or having to spend valuable time supporting someone you know doesn't make the cut but you have to follow "procedure". 6 weeks wages to move out problem employees? I'd bite your hands off at that.