Firing an employee is never an easy task, especially when personal circumstances are involved. In this situation, it's important to approach the process with empathy and fairness. Here are some steps to consider:

1. Document the issues: Before taking any action, make sure you have a clear record of the employee's performance issues, unresponsiveness, and documentation errors. This will help you establish a solid case for termination and protect yourself from potential legal repercussions.

2. Communicate expectations: Schedule a meeting with the employee to discuss their performance concerns and the impact it's having on the business. Clearly communicate your expectations regarding responsiveness, quality of work, and meeting deadlines. Express your willingness to support them during this difficult time and ask if there are any accommodations they may need.

Example: "I've noticed that there have been challenges with your responsiveness and some documentation errors lately. I understand that you're going through a tough time, and I want to support you. However, it's crucial that we address these issues to ensure the success of our business. Can we discuss how we can work together to improve this situation?"

3. Offer support: If the employee indicates that they are struggling due to personal reasons, offer resources or assistance. This could include suggesting counseling services, providing flexible work hours, or offering additional support from colleagues.

Example: "I understand that you're going through a difficult time with your divorce, and I want to help you navigate through it. We have resources available, such as counseling services, that could provide support during this period. Additionally, if you need any flexibility in your work schedule or assistance from your colleagues, please let me know."

4. Set clear expectations and deadlines: If the employee agrees to work on improving their performance, set specific goals, deadlines, and performance metrics. Clearly communicate the consequences of not meeting these expectations, which may include termination.

Example: "To ensure that we can continue working together successfully, I would like us to establish some specific goals and deadlines. We need to see improvements in your responsiveness and documentation accuracy within the next two weeks. If we don't see significant progress, we may need to consider other options."

5. Monitor progress and provide feedback: Keep a close eye on the employee's progress and provide regular feedback. Offer support and guidance whenever necessary, but also hold them accountable for meeting the agreed-upon expectations.

Example: "I've noticed that you've been more responsive and accurate with your documentation recently, which is great to see. However, there are still some areas where we need improvement. Let's work together to address these issues and ensure that we're meeting the standards we've set."

6. Consider termination as a last resort: If the employee continues to be unresponsive and fails to meet the agreed-upon expectations, termination may be necessary. Before taking this step, consult with HR or legal professionals to ensure you are following all applicable laws and regulations.

Example: "Despite our efforts to support you and address the performance concerns, we haven't seen the necessary improvements. I understand that you're going through a difficult time, but we cannot continue to operate with these performance issues. Unfortunately, we have to terminate your employment with the company."

Remember, each situation is unique, and it's crucial to consult with HR professionals or legal experts to ensure you are following the appropriate procedures and laws specific to your jurisdiction.