LETTER OF TERMINATION BASICS (1)

In which cases can employment be terminated?

End of contractual period Employers letter terminating employment (services unsatisfactory) Employers letter terminating employment (services redundant) Employers letter terminating employment (temporary / contractual staff) Employers warning letter leading to summary dismissal

End of contractual period Period of contract coming to an end Contract not extended by mutual consent Open period contracts can come to an end with both parties giving the required notice

LETTER OF TERMINATION BASICS (2)

Employers letter terminating employment (services unsatisfactory)

Dismissal should be justified Normal reasons: Conduct, breach of companys policies, inability / failure to do the job satisfactorily For unsatisfactory services, advisable to terminate employment verbally and confirmation letter should follow Letter of termination should be worded carefully and tactfully

Employers letter terminating employment (services redundant)

Services could be redundant during: Company downsizing staff Recessionary periods / Economic downturns Low productivity / profitability

LETTER OF TERMINATION BASICS (3)

Employers warning letter leading to summary dismissal

Warning necessary before dismissal Rules regarding warnings and dismissals should be laid down in Conditions of Employment or Employment Contract Good business practice to speak to employee regarding unsatisfactory work or attitude followed by a letter confirming discussions Grounds for dismissal should be specific and measurable Period of notice will depend on the contract / terms of employment

Writing a termination letter important goals State your reasons accurately and make sure they are objectively verifiable Avoid statements that expose the company to wrongful termination lawsuit Consult company lawyers to clarify all terms of separation End the relationship on terms as positive as possible