Navigating workplace termination is a delicate process that requires careful consideration and empathy. Whether you’re an employer making the tough decision or an employee facing the challenging reality, understanding the best practices can help make the transition smoother for everyone involved.
Factors for Employers to consider:
Legal Compliance:
Ensure compliance with your local employment laws by seeking legal counsel about the correct processes to follow prior to making the decision to terminate the employment relationship. Document the termination procedures and ensure that line Managers, Supervisors and the Human Resources (HR) representatives are trained accordingly.
Documentation:
Maintaining clear and comprehensive documentation relating to your employee’s performance or behavioural issues that led to the termination decision. If your termination reason is as a result of misconduct or operational requirements or incapacity due to ill-health, then ensure that your termination process followed is in line with the statutory requirements. Use a termination or off-boarding checklist, to assist you in ensuring that all the termination processes have been followed. Items on the termination checklist could include for example: return company property or close email account, and terminate access to company online portals, etc.
Communication:
Approach the termination conversation with empathy, focusing on clear communication of the reasons behind the decision. Consider having a witness present during the meeting.
Logistics:
Plan the termination meeting in a private and neutral space, providing information about the return of company property, final pay, and benefits.
Security Measures:
If necessary, implement security measures to ensure a safe and orderly termination process.
Support Services:
Offer support services such as counselling or placement assistance to aid the terminated employee in transitioning to a new opportunity where appropriate.
Factors for Employees to consider:
Prepare Yourself:
Mentally prepare for the possibility of termination and review your employment contract and company policies to understand your rights. If you are resigning, then review your employment contract to understand your obligated notice period and honour working the required notice period.
Ask Questions:
Seek specific reasons for the termination and inquire about benefits, and the return of personal items or severance packages in the case of retrenchment.
Exit Interview:
Participate in an exit interview to provide constructive feedback and maintain professional relationships.
Network:
Begin networking and updating your professional profiles to aid in the job search.
Emotional Support:
Seek emotional support from friends, family, or a counsellor, and prioritize your mental and physical well-being.
Legal Advice:
Consult with an employment lawyer if you believe the termination was unjust or if you have concerns about your legal rights.
General Tips:
Maintain confidentiality throughout the process to respect the privacy of the terminated employee.
Consider the impact on company culture and morale, addressing concerns among remaining employees.
Conduct a post-termination review to identify lessons learned and areas for improvement in HR practices.
Continuously assess and refine termination processes based on feedback and evolving legal standards.
Navigating workplace termination is undoubtedly challenging, but by approaching it with empathy, clear communication, and a commitment to legal compliance, both employers and employees can work towards a smoother transition. Learning from each experience ensures continuous improvement, fostering a more supportive and inclusive work environment for everyone involved.
