Today I received a disturbing message, “Aunty, we have an employee sudah kena warning letter 3 kali. So we kena PIP dia untuk terminate dia ke?”
Oh my freaking heaven mother nature’s sake.
Please, please, please.
Stop weaponising PIP (Performance Improvement Plan) as a shortcut to terminate people.
PIP was never meant to be HR’s version of the guillotine.
PIP was meant to support, coach, and rehabilitate performance.
And guess what? Industrial Court is catching on!
Employers are now paying the price.
Just look at this snapshot from Q2 2025:
đź“Ś RM 12 million awarded in unlawful dismissal claims, in just one quater wei!
📌 RM 30 million already lost in the first half of the year (on track to beat 2023 & 2024)
đź“Ś Employers only won 26% of construction dismissal cases i.e. lost 3 out 4 cases!
And still, some companies think a templated PIP is enough to defend a termination.
It’s not.
A poorly handled dismissal won’t just cost you in court. It will cost you:
❌ Reputation
❌ Team morale
❌ Leadership credibility
So before you fast-track someone out of your company, ask, “Did we really help this person improve? Or we were just writing their exit script?”
If you’re not sure… talk to someone who is sure.
📩 Reach out to E2 Consulting at consultants@e2consulting.com.my, the experts in employment law support, industrial relations, and HR strategies that keep you out of trouble (and court).
Don’t wait for a court date to learn your lesson.
Gitu.
xoxoxo, AuntyHR
