HR Policy on Termination Procedures

HR Policy on Termination Procedures

Termination of employment policy

In the course of a company’s business, it will become necessary at times to legally separate an employee from the company. Though reasons for employee termination are numerous, the human resources department should follow procedures to minimize the employee’s distress and follow the local labor laws.


The most important termination policy an HR department can maintain is documenting any disciplinary problems or procedure violations with employees, as well as measures taken to handle such occurrences. Each new instance should be recorded and signed by the head of HR and signed by the employee when the document is presented to him, along with a witness such as a supervisor or manager. Establishing a paper trail clearly shows why the employee's termination is justified.

Best Practices

Best practices for termination procedures should be set with certain factors in mind, such as selecting a day for terminations, ensuring at least one witness is present during a termination, and ensuring no discrimination laws or labor contracts are violated. HR policy.


Legal considerations are not the only elements involved in employee termination. Common HR termination etiquette includes terminating an employee both verbally and in writing, giving the employee a chance to appeal the termination or accept a severance package, and not terminating an employee at the end of the week, because it leaves her unable to seek other work immediately. Additional considerations include what effects (if any) termination will have on remaining employees, such as their morale and productivity. HR must also determine if the position will be eliminated or refilled and whether the termination places a burden on remaining employees' workload.

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