HRMAGIX006SeparationEmployee Termination Policy
The grounds and process for termination by the employer, including the procedural steps that must precede it.
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Purpose
This policy states the grounds and process for termination by the employer, including the procedural steps that must precede it.
The procedural steps are the substance of the policy. Termination without a documented process is difficult to defend, and the documentation has to have been created at the time rather than assembled afterwards.
Who it applies to
Every employee, and every termination initiated by the employer.
What you write into it
Separation policies are read under pressure, usually once, by someone who is leaving. The template gives the sequence; the notice, the recoveries and the clearance steps are yours to define precisely.
- The grounds on which employment may be terminated
- The procedural steps that must precede a decision, notice of concern, opportunity to respond, enquiry where required
- Who decides, and at what level of authority
- What notice or payment in lieu applies
What HRMagix records
An exit is the point at which every other record is examined at once. These are the ones that settle it.
- Performance history, review outcomes and improvement plans are recorded with their dates
- The employee record is versioned, so the position at each step remains reconstructable
Where the rules themselves live
No notice period, recovery basis or settlement timeline appears above. Those are the terms the employer sets, and they are the part of the document people read most carefully, so they are quoted from it rather than summarised here. Read HRMAGIX006 in full.