Why employee termination isn’t as simple as you think

Hiring global talent is one of the greatest growth opportunities for modern businesses. But while hiring tends to get all the spotlight, the reality is that employee termination — especially across borders — is where things get truly complex.

Whether due to restructuring, performance issues, or shifting business priorities, ending an employment relationship is never easy. And in many countries, it's far more than just processing a final paycheck and revoking system access. It’s a legal, financial, and administrative minefield.

In this article, we’ll break down why employee termination is so resource-intensive, what makes some countries especially difficult, and how Remote helps protect your business from costly mistakes.

Employee termination is complex — Here’s why

Offboarding an employee isn’t just a matter of logistics. It involves multiple steps that must be handled with legal precision, cultural sensitivity, and operational care.

1. Laws and regulations vary by country

Every country has its own legal framework around terminations. These can dictate everything from how much notice is required to who must approve the termination and what severance must be paid.

For example:

• Notice periods can range from a few weeks to several months.
  
  
• Termination procedures may involve legal filings, government approvals, or required documentation in local languages.
  
  
• Employee protections may prevent dismissal without extensive justification or proof of effort to resolve issues.
  
  

Missteps — even minor ones — can invalidate a termination, exposing your company to lawsuits, back pay claims, or forced reinstatement.

2. Procedural precision is non-negotiable

In highly regulated markets, the process is just as important as the reason for termination. You must meet legal requirements precisely or risk penalties.

Take France, for example:

• Termination letters must be sent by registered mail.
  
  
• There are mandatory cooling-off periods between meetings and formal notifications.
  
  
• Procedural errors can lead to damages up to 20 months’ salary in court.
  
  

3. The cost of getting It wrong is high

Mishandling a termination doesn’t just slow things down—it can cost your business tens (or hundreds) of thousands in legal fees and settlements. Common risks include:

• Ongoing salary obligations during invalid notice periods
  
  
• Court-ordered compensation above statutory severance
  
  
• Legal fees of €200 to €400 per hour
  
  
• Delays to workforce plans and lost productivity
  
  

Which countries have the most complex termination processes?

Some countries are particularly employee-protective. Here are a few of the most complex markets where getting termination right is critical:

🇳🇱 The Netherlands

Employers must apply for dismissal approval from either the Employee Insurance Agency (UWV) or a labor court. This adds a 6 to 8 week processing delay. Employers are also required to pay a mandatory transition payment and demonstrate valid grounds for dismissal.

🇫🇷 France

France has one of the most formalized and strict termination processes in the world. Everything from the wording of the termination letter to the waiting periods between steps must be followed precisely. Even small procedural missteps can lead to reinstatement or high compensation payouts.

🇩🇪 Germany

Germany requires a "social selection" process for terminations, ensuring decisions are made fairly based on tenure, dependents, and age. In addition, all termination documents must be signed physically (not digitally) with wet ink and notice periods can extend up to 7 months.

Why we introduced an involuntary offboarding service charge

At Remote, we aim to make global employment easy — but we’re also committed to transparency about the work involved behind the scenes.

When you request an involuntary termination, you’re not just clicking a button. Our in-house HR, legal, tax, and payroll experts spring into action to ensure:

• Every legal step is followed for your employee’s jurisdiction
  
  
• Final pay, benefits, and severance are correctly calculated
  
  
• Documentation is accurate, timely, and locally compliant
  
  
• You stay protected from potential disputes or penalties
  
  

The value: Mitigating risk, protecting your brand

Think of the fee not as a cost, but as an investment in risk prevention and peace of mind. With Remote, you’re getting:

And just as important, you’re protecting your employer brand. Handling terminations with care, clarity, and compliance shows professionalism to both your team and the market.

Employee termination is a high-stakes process — Let us help

Offboarding isn’t just the end of a relationship. It’s a critical moment that affects your legal standing, your reputation, and your tea

m’s morale. Especially when operating globally, it pays to do it right.

At Remote, we’ve built our platform to handle these challenges so you don’t have to. From first hire to final paycheck, we support every step of the employment lifecycle — with the compliance, care, and clarity you need to operate globally.

Need help navigating employee terminations or building a more resilient global team?

Speak our team for guidance or book a demo with Remote today!