Global HR Library

Employee termination checklist: what your company needs to do

Learn the nine primary boxes you need to tick off for compliant and respectful terminations.



How to use the terminations checklist

Employee terminations require a sensitive process. From ensuring compliance with all relevant  laws, to managing the emotional elements, they present a multi-layered — and sometimes confusing — challenge.

An employee termination checklist gives you and your team a strong starting point. This checklist will help you systematically handle terminations with clarity and empathy, while also keeping your company protected.

Note that our checklist covers the offboarding process in isolation. Outside of the following steps, you must make sure you have already satisfied all legal requirements in deciding to terminate the employee (including performance improvement plans, remedial training, or any other mandated process in the employee’s location).

Best practices for employee terminations

While the checklist above provides a systematic approach to employee termination and covers the key points, there will always be nuances to consider on a case-by-case basis.

Therefore, whatever the situation, it’s advisable to remember some best practices that apply to all scenarios. As a rule, you should:

  • Always assess termination risks

Ensure that, at every step of the process, you are adhering to all relevant employment laws and practices, as well as your own company policies. Otherwise, you may expose yourself to legal action, especially if the termination is high-risk.

If you have team members in different countries, you need to fully understand the relevant termination laws in that country. The process may also be significantly different for each of your people.

That’s why it’s a good idea to work with a global HR partner, like Remote. If you decide to terminate, we assess the potential risks based on the information you provide, ensuring full compliance with local labour laws. This significantly reduces the legal risk for your company, and ensures a more positive experience for the departing team member.

  • Put everything in writing

As mentioned, documentation is crucial; it acts as a single source of truth, prevents misunderstandings, and can even be used as evidence should any legal complications arise. By recording every step of the process, from the termination letter to follow-up communications, you’re safeguarding your company. 

Documentation is also a proactive way to maintain transparency and integrity throughout the termination process.

  • Standardise the process 

This can be tricky as the circumstances around each termination may vary massively. It’s also difficult if you have team members in different countries, with different regulations.

However, by aiming to implement a standardised procedure, you promote equality and avoid bias. While you may need to fulfil different legal obligations, your checklist should aim to ensure equitable treatment of all employees.

How can Remote help?

Remote takes the complicated administrative work out of managing terminations. Our Employer of Record product gives you the assurance of compliant terminations managed on your behalf.

Our Payroll tool enables you to calculate your employee’s final payslip accurately, while our free HR Management tool streamlines all the administrative requirements. If you hire and manage your people through our EOR platform, we also handle benefits management, and help ensure that the termination is legal and compliant with local laws at every step.

Learn more about how Remote’s comprehensive HR platform can take the stress off your team and speak to one of our friendly experts today.