One of the hardest tasks an employer can undertake is terminating a member of staff’s contract. However, it might be necessary to say goodbye to unproductive employees or to make salary cuts to improve your business finances.
There are, however, various steps you need to take and legalities you need to adhere to during the firing process. To ensure you don’t make a mistake, find out how to effectively dismiss an employee.
Justify the Termination
It is imperative to confirm that the termination of an employee is justified before you do so. For example, you must meet with one or two members of senior management to discuss a team member’s performance.
It is important to gather all the facts before you decide to dismiss an employee, and you also must consider the potential implications of their termination, such as a potential unfair dismissal case.
Meet with an Employee
The next step might be to meet with an employee to hear their side of the story, as they might have a genuine reason for their unproductivity or poor performance in the workplace. For example, they could be a victim of workplace bullying or discrimination, which could be affecting their career and mental health.
Seek Legal Help
It is essential for business owners to familiarize themselves with employment law before dismissing a member of staff. It is, therefore, a smart decision to reach out to Chattertons Solicitors to learn more about employment law, and they can also provide representation for potential problems, such as unfair dismissal cases or employment tribunals.
Notify the IT Department
If have made the decision to terminate an employee’s contract, you should notify the IT department in advance. By doing so, they can deactivate the employee’s password and security badge during the termination meeting, which will restrict their access to both their computer and various areas of the business.
Organize the Termination Meeting
The next step should be to notify an employee in private, so they understand they will face a termination meeting. It is, however, important to hold back information until you formally dismiss the member of staff.
Also, the more information you can hold back during the meeting, the more evidence you will have to support the dismissal in a potential legal case. Don’t forget to present an employee with a copy of their employment contract for him or her to review, which will prove you have legal grounds for their termination and to state how they will receive their final pay and any benefits.
Control How an Employee Leaves the Business
An employer can determine how a terminated employee can leave the business. If you believe they might react poorly to a dismissal, you should arrange for security to escort them from the premises once the termination meeting has come to an end.
You also can choose whether to allow them to collect their personal items and say goodbye to employees. It is important not to state the reason why an employee has been fired to your staff and to only announce that they are no longer work for the organization.