Do you have a process for terminated employees?

A straightforward and legally compliant process is essential to ensure both the smooth exit of problematic employees and that remaining employees are protected.  Terminating employees without following a compliant process carries a high risk of an employment tribunal claim.

Read our top 3 tips on what else you should consider when managing leavers and their exits:

  1. Run exit interviews

Exit interviews can give you insightful information about your business which can be utilised to make improvements to your business or business practices in the future.

  1. Best Practise

Should you need to restructure and make roles redundant you will need to run a best practise process.  Ensure you have obtained advice on how to do this that includes the timeframes and documentation required to run the process legally, and as positively for those involved as possible.

  1. Act quickly

Exits, for whatever reason, should all be dealt with as swiftly as possible to ensure minimal stress for all involved and so the exit process is as positive as possible.  However, if you have employees looking to retire, (as the laws have changed) this is something that has to be at their request, and you will need to follow the process for this.

Should the exit require a settlement agreement you will need to use the right documentation and follow the correct process to ensure the agreement is legally binding.  This really can help the exiting employee leave on a positive note and ensure that there is no further disruption to the business as they will, in most cases, agree to waive their rights to take the business to court for any reason other than discrimination.

If you have any questions regarding exits, leavers or settlement agreements, please don’t hesitate to get in touch, email us at