What to do and what not to do when planning an employee's dismissal

Every employee who is hired into a company can face a dismissal. It doesn’t matter if it was his fault. It’s not fun to have to fire an employee, but it is sometimes necessary. It is never easy to fire someone. However, you must accept that it will happen. Before you decide to let an employee go if they aren’t upholding the company’s expectations, it is crucial to make sure you take the necessary steps to rectify the situation. This will protect your company from possible litigation and reduce the stress for the employee if you have to fire them.

Although it may not be fun or easy, it is necessary. It is possible to terminate an employee with minimal disruption and positive results if you have a positive attitude and are prepared. You’ll be happier about the situation and will sleep better at night. Layoffs could also signal the end to a business relationship. However, we live in a small universe and how you treat your employees when they leave can have a lasting impact on the reputation of the company and you.

You must follow certain procedures when you fire someone because of the litigious nature in the United States. Employers know that terminations must be handled with care. Even though employers are well-intentioned, mistakes during termination can lead to costly, lengthy and unnecessary litigation. Termination planning is essential and should be done professionally. Employers should be sensitive and compassionate when terminating employees in order to minimize the chance of litigation.

There are many steps you can take in order to comply with your legal obligations click here to visit the site regarding terminating employees. The right process will help you to reduce stress and avoid a wrongful termination case.

These guidelines will make it easier to let employees go.


First, learn about the performance of the employee. This will help you make a decision.

Do Offer Healthcare. It is stressful to lose your job, and employees can feel anxious if they don’t have healthcare.

Try to keep an employee’s dignity. Resentment towards you and your company is natural. You should try to reduce this natural resentment in any termination meeting.

Set up a formal termination meeting. The meeting should be conducted out of the reach and earshot all employees. It should also be held in a quiet area where interruptions are unlikely. You should not let others know that the meeting is taking place.

Get to the point. It is best to inform employees within 30 seconds of starting the discussion if they are still unsure if you intend to fire them.

Empathize with the employee. Your moral obligation is to show empathy for the employee leaving. Some employees will be accepted immediately. Some might even cry. Some might get angry. Some might get angry.

Plan for every work in progress. After the employee is fired, there will always be clients, team work, and projects that must be handled. When you are putting together your firing plan, ensure there is no loss of productivity and keep your employees motivated.

Consider giving the employee severance pay. Perhaps the employee who was fired still requires assistance in moving forward in his life.

Reconsider the decision to end.

Do tell the reason for being fired. Although the state allows employees the right to fire at will, it’s best to explain the reason and avoid a lawsuit. While you don’t need to go over every detail of the employee that led to the dismissal, it is important to give a reasonable explanation.

Choose the right people to meet with your employee. It is better to have another person present when you conduct the final meeting. This helps to avoid any “he said, she did” situations.

Respectfully and fairly treat terminated employees

Plan for the termination of employees. Every employee who comes to work for your company will eventually have to be fired. This attitude of being ready “in case” you need to terminate anyone at any moment will make you a more likely person.

Offer guidance to employees during transition. Provide references for employees who leave the company. If you are close to the employee, make phone calls for them and check in regularly.

You can fire them in private. Do not make them “walk through the gauntlet” for coworkers. You can use your closet or office with good lighting. It should be somewhere that is comfortable.

Offer to answer questions from employees. You can let the employee know that you are available to answer any questions about benefits, severance, or other logistical issues.

Conduct the termination face-to-face. Even if the call is not being recorded, it’s best to terminate employees face-to-face. Make plans to meet in person even if it is difficult for you. Face-to-face meetings are a good idea for employees who are being fired. They can ask questions and get answers.

Before you terminate an employee, consult with legal counsel. An employment attorney can quickly determine if the employer is in a defensive situation to argue cause, and if so, what elements are included in a reasonable separation package.

Calculate the wages due for the work performed.

Professionalism is key. Be professional and have everything in order. If possible, be organized and follow a written plan. All paperwork should be available for signing, including a check for the employee, as well as all necessary logistical items.

Always read the employment contract. Before you dismiss an employee, ensure that there is a written contract. A termination clause should be included in a well-drafted contract. This clause will limit your liability for the employee being dismissed.

Write a recommendation letter. This will allow you to help your employee find new employment. This will not only benefit your employee but also the former employer, as it will reduce the likelihood of your employee filing legal claims against you.

Make sure that only the people who are required to be informed about the termination are notified. Notify the employee affected and all other employees about a possible termination.

Allow employees to store their belongings in private. Employers should arrange for a human resources or trusted manager to meet with the employee after-hours. You should not make the employee pack his or her belongings in front other employees.

Calculate how long the meeting will last. This meeting serves to inform employees of the decision and not to discuss it or to review it. The job can be completed quickly if the essential information, including written material, is provided in advance.

Let your employee speak. Allow the employee to speak up. Recognize any points that are not clear and let the employee know that you value their honesty and input.

End on a positive note. You should thank the employee for their contribution and wish them success in the future. After you are done, raise your hand and shake hands with the employee.

Inform the employee about any rights and entitlements they might have.

Make it clear that the decision is final. It will be easier to maintain control and your cool if you assume that the decision has been made and that all options have been considered.

You must collect any company belongings from the employee. The employee’s keys, cell phone, car, credit cards or other personal property will need to be collected.