This isn't gonna end well, in the short-term. However, you can prepare yourself for the longer term. Many companies, especially startups, just don't care.
Document, or send a recap email, acknowledging that you talked with your boss about the parental leave. Anything not in writing, didn't really happen - an email that they don't respond to or agree with is still good. Point out your concerns, based on this performance feedback and state that you believe it's related to bringing up parental leave - "I believe I am being retaliated against for expressing my intent to go on paterbity leave". Then, loop in HR. Then, continue to raise the concerns as they arise. The more appropriate people that get these emails, the less likely the company can claim ignorance. A pattern of behavior and negligent / discriminatory practices is what you are trying to establish. If one manager is bad that's unfortunate, if all of HR / legal / founders / CEO all know this is going on and do nothing or are complicit, that's way worse.
All the while, consult a plaintiff side employment attorney and start looking for another job. Now that I think about it, you might want to talk to an attorney first - there could be FMLA issues or CRA issues in play.
Best case, everything is documented (keep copies of your emails / slack / etc, for your records) and the company changes their ways. Worst case, you get fired and your attorney takes it from there.
This isn't gonna end well, in the short-term. However, you can prepare yourself for the longer term. Many companies, especially startups, just don't care.
Document, or send a recap email, acknowledging that you talked with your boss about the parental leave. Anything not in writing, didn't really happen - an email that they don't respond to or agree with is still good. Point out your concerns, based on this performance feedback and state that you believe it's related to bringing up parental leave - "I believe I am being retaliated against for expressing my intent to go on paterbity leave". Then, loop in HR. Then, continue to raise the concerns as they arise. The more appropriate people that get these emails, the less likely the company can claim ignorance. A pattern of behavior and negligent / discriminatory practices is what you are trying to establish. If one manager is bad that's unfortunate, if all of HR / legal / founders / CEO all know this is going on and do nothing or are complicit, that's way worse.
All the while, consult a plaintiff side employment attorney and start looking for another job. Now that I think about it, you might want to talk to an attorney first - there could be FMLA issues or CRA issues in play.
Best case, everything is documented (keep copies of your emails / slack / etc, for your records) and the company changes their ways. Worst case, you get fired and your attorney takes it from there.
Good luck and I'm sorry this is happening to you.