Employment Termination Law Specialists
Need advice about terminating an employment contract? Terminating an employee’s contract is never easy and occasionally, further legal complications can arise in the form of unfair dismissal claims. Stacks is here to help in these situations.
Occasionally you may have to make difficult decisions about an employee who is behaving inappropriately or ineffectively, or whose conduct has violated a policy or procedure of your business. While it is never desirable to terminate an employee’s contract, occasionally it is a necessity. We also understand that on top of it being a difficult decision for you to let someone go, there may be legal issues that may arise as a result of a terminated employee accusing you of unfair dismissal.
So how can you terminate their services and not fall foul of the industrial laws?
A Stacks Employment law specialist can help you to understand your legal obligations when terminating the services of an employee. We can provide advice about protecting your business against unfair dismissal or unlawful termination claims and act for you in any legal proceedings that may arise in relation to termination matters.
Issues to consider when terminating an employment contract
The way your business handles the termination process is very important. You have an obligation to employees to follow certain procedures and you want to safeguard your business against possible unfair dismissal or unlawful termination claims.
- Have you explored any other avenues for improving the performance of the employee in question?
- Does your business have effective policies and procedures in place to deal with poor performance and terminations?
- Have you met all of your obligations to the employee whose contract you are terminating such as providing them with reasonable notice and leave entitlements?
- Are there counselling opportunities available to the employee whose services are being terminated?
- In the event that the employee has abandoned their employment, ceasing to show up for work and providing no adequate explanation, have you followed appropriate steps to notify them that their employment will be deemed terminated if they do not return to work by a set date or provide satisfactory explanation?
Need advice about terminating the services of an employee? Call us today
