Effective dismissal of employees: how to do it right?

Is this really happening again? Another employee is leaving, and we need to make sure this process goes smoothly and with dignity. How to prepare for this? What to say so as not to destroy trust and lose face? Dismissal is always a test for both the employer and the employee. But the right approach can turn this difficult moment into an opportunity for growth for both parties. First of all, careful preparation is important. Impulsive decisions and harsh remarks are unacceptable. It is necessary to clearly understand the reasons for the impending dismissal and be prepared to justify them in order to avoid misunderstandings and conflicts. Following the tips and recommendations given in this article can significantly mitigate the dismissal process and minimize its negative consequences.

Glossary

• ⭐ Voluntary dismissal: Termination form employment contract on the initiative of the employee himself who submits a letter of resignation.

• 📉 Dismissal due to staff reduction: Dismissal procedure employees due to a decrease in the number of employees at the enterprise due to economic or organizational reasons.

• 📜 Dismissal for violation of labor discipline: Termination an employment contract at the initiative of the employer due to the employee’s failure to comply with established rules and standards of behavior in the workplace.

• 🚫 Dismissal for incompetence: Release from positions of employees who do not meet job responsibilities or workplace requirements.

• 📅 Dismissal upon expiration of employment contract: Termination labor relations upon expiration of the concluded employment contract.

• ⚕️ Dismissal for health reasons: Termination of employment contracts for medical reasons that limit the employee’s ability to perform his job duties.

• 🔄 Other reasons for dismissal: Other reasons for termination of the employment contract, such as liquidation of the enterprise, violation of the terms of the contract, mutual agreement of the parties, etc.

Official employment of employees

In order to competently and legally dismiss an employee, it is important to comply with all legal formalities and procedures, starting with the employment itself. I want to share my experience with you and draw your attention to the main stages of this process.

Drawing up an employment contract

When I engage in official employment of employees, the first thing I do is draw up an employment contract. This is a document that comes in two copies: one for the employee, the second for the employer. It specifies key working conditions: position, salary and working conditions.

Don't forget:

• 📃 Each copy must have the signatures of the employee and the manager.
• 📅 It is necessary to make an appropriate entry in the work book about hiring - this process is headed by an inspector of the HR department or a manager.
• 📝 The entry is certified by a seal, the date of acceptance for the position and the order number are indicated.

Back in practice, I never ignore a job order. It must be published by the head of the company and must be reviewed by the applicant against signature.

Employer Status Notifications

It is also important to remember to notify the appropriate authorities:

• 🏛 Tax Inspectorate about the status of the employer.
• 🚑 Social and Health Insurance Fund.
• 💼 Pension fund.

When I prepare documents for new employees, these notifications are one of the first items. Even one incorrect or missed notification can jeopardize the entire employment process.

Practical advice

I have noticed that many employers have difficulty preparing these documents. The following helped in my experience:

• 📂 Create checklists for all stages of employment.
• 💼 Use the services of a professional HR specialist.
• 🔍 Carefully check all documents before signing them.

This not only simplifies the process, but also reduces the risk of errors that could affect the legality of the employment relationship.

Real example

While working in a large company, I was faced with a situation where an employee’s employment contract was drawn up with errors. This resulted in serious legal issues when it came to dismissal. After this incident, I introduced a mandatory check of all employment contracts for compliance with laws and internal rules.

Summary

As I said, I am convinced that following official employment procedures is not just a formality, but a guarantee successful business. I strongly recommend that you pay special attention to this process. This will help to avoid not only legal problems in the future, but will also ensure transparent and trusting relationships with employees.

Ensuring that every step of the official employment process is completed accurately and on time will greatly simplify the process of subsequent dismissal, if necessary.

Thus, I am sure that compliance with all stages of official employment of employees will make the dismissal procedure as comfortable and legal as possible.

How to fire an employee at your own request

One of The most standard and calm option for dismissing any employee is his dismissal at his own request. In my practice, I have often encountered cases when this particular method turned out to be the least painful for all parties. Let's look at how to properly carry out this process and what steps need to be taken.

Important steps when resigning voluntarily:

Signing the letter

First, the employee must write a letter of resignation. It is usually formatted as follows: “I ask you to voluntarily dismiss me from my position [position] on [date].” After this, the application must be signed by the manager.

📍 Personally, I think it is important to discuss the decision with the employee before signing the application. This helps ensure that the decision he made was informed.

Issuing a dismissal order

The next step is issuing a dismissal order. This document must indicate the reason for dismissal and the date of termination of the employment contract.

Making an entry in the work book

An entry in the work book must contain all important data, including the order number.

Payment of all funds

It is necessary to pay the employee all his due funds - salary, compensation for unused vacation, bonuses.

✉️ I recommend that you check all calculations carefully and ensure their accuracy to avoid misunderstandings and tension.

Foundation Notice

The final stage is the notification of the relevant funds about the termination of the employment contract to stop paying contributions.

Special moments

🔸 Working period: The manager has the right to assign the employee a period of work - up to two weeks - before his final departure. This allows the company to complete the work that is in the employee's responsibility group.

🔸 Ethics and human approach: Always remember the human factor. Your actions and words must be correct and respectful.

Summary table

This process seems simple, but in fact it requires a lot of attention and responsibility. By following this guide and taking the extra time to think through each step, you will greatly increase the chances of a favorable and professional conclusion to your employment relationship.

Downsizing Process: My Experience

When I I had to deal with the process of downsizing, I always approached this with the utmost caution and responsibility. One of the key stages here is preliminary preparation. It is important to understand that layoffs are not simply dismissals at the whim of the employer. There must be a compelling reason, such as business restructuring, workload reduction, or process automation.

📝 Where I started:

• 📅 Planning: The first thing I did was develop a clear action plan. Determined which units or positions were subject to reduction and documented this. It was important to make sure that the process was within the framework of the law.

• 📂 Documentation: Preparation of necessary documents - notifications , orders and compensation calculations. 📅 The notice of dismissal should have been received at least two months before the actual reduction date.

Example from my practice: One day, while working in a large company, we had to close a branch in one of the cities. In this case, all office employees were subject to layoffs.

How I did it:

1. 📧 Notification: First, each of them was given an official notification against signature. I always tried to do this in person to explain the situation face to face and answer all questions.

2. 🚸 Meetings and discussions: Conducting group and individual meetings to give employees the opportunity to discuss their next steps and get answers to all questions.

📈 Facts and figures: According to statistics, proper information to employees and provision of assistance in finding employment can reduce tension in the team and avoid lengthy litigation. I saw myself how it works.

I am convinced that compliance with all legal aspects and maximum openness with employees is the key to a successful and painless downsizing process.

Useful tips from me:

• 🗣 Communication: Always maintain an honest and open dialogue with employees. This not only reduces stress levels, but also helps maintain trust.
• 🔍 Search for new opportunities: Offer assistance in finding a job, provide training on resume writing and interview preparation. This demonstrates that you care about your employees.
• 💼 Onboarding Period: Allow employees to use their right to paid time off to find a new job. This is not only their right, but also your obligation as an employer.
  

Table: What to do and what to avoid when downsizing

I encourage you to be thoughtful about every step of the downsizing process. This is not only your commitment to your employees, but also your contribution to creating a trusting and professional business environment.

Dismissal for violation of labor discipline

Initial stage: Documenting violations

When it comes to labor violations discipline, it is important to act gradually and correctly record all violations in writing.

In my practice, there were cases when an employee was systematically late for work. 🔄 At first I verbally reprimanded him, but I soon realized that in the event of legal proceedings, verbal warnings are not valid. Therefore, the first step was to issue a written reprimand.

📄 Example of drawing up a report on violation of:

“So-and-so Sergei Ivanovich on such-and-such a date was 40 minutes late for work, which put the work process in jeopardy. The act was signed by the offender and three witnesses.”

Severe reprimand as the next step

If violations continue, it is important to strengthen measures. If I was late again, I always gave a severe reprimand. It is at this point that maximum transparency and documentation become key. Each severe reprimand is also in writing and signed by the employee and witnesses. This approach greatly strengthens your position in the event of litigation.

Third stage: Final dismissal

Only after the third violation can you resort to dismissal. I can confidently say that this approach provides legal protection and minimizes the likelihood of successfully challenging the dismissal. In practice, this means that the employer has documented evidence of systematic violations by the employee.

As a result, each step is documented and signed not only by the offender, but also by witnesses, which strengthens the evidence base.

Here's how I did it and advise you

Steps I took:

🚀 Written notice – Each reprimand was recorded in writing and signed by the employee.

🚀 Evidence from colleagues – Violation reports were always signed by at least three witnesses.

🚀 Multi-move – Final dismissal was carried out only after several written reprimands and strict adherence to procedure.

Useful and harmful practices

I am sure that compliance with these recommendations will ensure not only correct, but also ethical dismissal of employees. Approach this issue professionally, with respect for the rights of all parties.

Dismissal for professional unsuitability: How to act correctly

Experience in human resources management has taught me the importance of thorough preparation and adherence to all procedures when it comes to terminating employees for unfitness. I want to share with you my personal experience and recommendations so that this process takes place as correctly and professionally as possible.

Development and approval of instructions

In my practice, the first step in dismissal for professional unsuitability has always been the presence and adherence to clearly regulated instructions. I have developed and approved the following types of instructions for each employee:

📋 Job description
📋 Instructions for working with a personal computer
📋 Safety Instructions

These documents provide a basis to which you can refer if necessary to prove unfitness. Preparation of instructions includes not only their writing and approval, but also regular updating and adaptation to current working conditions.

Conducting Knowledge Tests

Every year I conducted knowledge tests on job descriptions to ensure that employees understood and followed them. The inspections were accompanied by the preparation of protocols and journal entries. This made it possible to create an evidence base in case of claims regarding professional suitability.

Employee training

In addition to inspections, I organized regular employee training. The training included not only familiarization with instructions, but also practical application of knowledge. Giving examples of current situations and solving problems helped employees better assimilate the material.

Proof of professional unsuitability

To dismiss for professional unsuitability, evidence is required that the employee is unable to perform his duties. In my practice, I used the following methods:

1. 🚫 Failing the exam to know your instructions
2. 🚫 Failure to fulfill job duties even after repeated training

When an employee failed to pass the exam, this became grounds for dismissal. What is important here is consistency and evidence that cannot be disputed.

One of my employees repeatedly failed the job description exam despite additional training. This led to the decision to fire him, since the evidence was irrefutable and documented.

Summary

Based on my experience, I can confidently say that for a successful dismissal for professional unsuitability it is necessary:

These measures help not only to avoid conflicts, but also to increase overall discipline and professionalism in the team.

If you are faced with a similar situation, I strongly recommend that you pay attention to the importance of a systematic approach and clear documentation of all actions. I am confident that following these guidelines will ensure that you resolve your issue successfully and ethically.

Correct dismissal upon expiration of the employment contract

In its In practice, I have repeatedly encountered situations when the term of an employment contract was coming to an end. The main aspect of this process is strict compliance with all the conditions specified in the contract. Here are a few steps I used to be as ethical and professional as possible in this matter.

Preparation for contract expiration

When I realized that the contract was coming to an end, I always informed the employee in advance. This gave him the opportunity to prepare himself mentally and perhaps start looking for a new job.

• 📆 Be sure to include a reminder in your calendar a month before the end of the contract.
• 🗓 Conduct one-on-one meetings with the employee to discuss his future plans.

Communication and Legal Compliance

If a contract renewal was not intended, it is important to have a conversation with employee and reasonably explain the reason. This will eliminate misunderstandings and create trust.

How can you argue?

• 📋 Completion of the project for which the employee was hired.
• 📉 Decrease in work volumes and external economic circumstances.

Tips for Conducting the Final Meeting

After explanations, I always gave the employee the opportunity to ask questions and express your emotions. This creates a warmer and more constructive atmosphere.

• 🤝 Express gratitude for your contribution to the company.
• 🎁 Offer letters of recommendation or help finding a new job.

Practical example

One of my projects concerned a large IT startup. The employee was hired to complete beta testing of the product. When this period came to an end, I held several meetings with the employee:

1. At the first meeting, we discussed his future professional goals and development paths.
2. The second meeting was devoted to completing all the necessary documents and explaining the formalities.
3. At the final meeting, I expressed personal gratitude and offered to help find a new position.

I encourage you to incorporate these tips and approaches into your practice. It is much easier to work when processes are structured and designed with understanding and respect for employees.

Dismissal for health reasons

When I faced Dismissing employees for health reasons, I have always tried to approach this process with maximum delicacy and professionalism. Often the reason for such dismissal is an unconfirmed medical report required to perform a particular job, be it a driver's license or doctor's reports for food industry workers.

📝First of all, you must always remember that medical examinations are a strictly mandatory procedure. Doctors can be quite picky, and often seemingly healthy employees are not certified. One such case that I remember happened to a delivery driver who was unable to get his driver's license renewed due to vision problems. This was very unpleasant for all parties, and we had to look for a way out of this situation.

Basic steps when leaving for health reasons:

1. Obtaining a Medical Report: 💊 It is important to obtain an official medical report first. In my experience, this was a stage where I had to work with HR and the medical department to make sure all the paperwork was in order.
2. Executing a dismissal order: 📄 Creating a dismissal order with verified wording. The wording must be clear: “Dismissed due to health reasons,” and be sure to include a corresponding medical certificate.
3. Communication with employee: 💬 Discussion with the employee about this difficult step. It is important to provide all necessary information and, if possible, alternative employment options. I have always tried to offer in-house positions where health requirements were less stringent.

I believe that when dismissal for medical reasons, the employee's support should be maximum. For example, one of my projects included a number of training and retraining programs for employees who had failed a medical examination. This has helped many people find a new professional direction and not feel abandoned.

It's better to offer something new than to give up hope.

📊 What is useful and what should not be done when leaving for health reasons:

In summary, I am convinced that following these steps and recommendations will help you terminate an employee for health reasons in the most professional and ethical manner possible. Good luck managing this sensitive issue!

Special cases of dismissal

In my practice, I have encountered with many situations involving the dismissal of employees for special reasons. One of these reasons is disability care. This requires a delicate approach, because it is necessary not only to comply with all legal norms, but also to show maximum support and understanding. I recommend that employers prepare a package of documents in advance and discuss possible social assistance options for the employee.

An equally important aspect is the instructions of higher authorities. Sometimes decisions to terminate an employment relationship come from above, as specific directives. I have personally encountered such cases in my career and I want to note that the accuracy of all procedures is especially important here. I would recommend that you always check all documents and possible consequences for the organization.

🤔 In these situations, you need to remember the following:

• ✅ I am convinced that it is necessary to strictly comply with all legal aspects.
• 🔍 I recommend that you carefully study the instructions and their reasons.
• 🗣️ I advise you to openly and honestly discuss the situation with your employees.

Examples of decisions of courts and commissions can also serve as grounds for dismissal. For example, if an employee violated labor discipline or committed actions contrary to corporate ethics, and this was proven in court. In my practice, I came across a case where an employee was fired precisely by a court decision. In such cases, I strongly recommend that the employer follow court orders as closely as possible and consult with an attorney.

Basic principles that are important to consider:

• 📝 Preparation of all necessary documents.
• 📅 I believe that you need to carefully monitor the deadlines for fulfilling the instructions.
• 🧑⚖️ Consulting with a lawyer will help you avoid mistakes.

I am sure that proper execution of documents and strict implementation of instructions from higher authorities can significantly reduce risks for the company.

Recommendation table

Thus, I am convinced that a competent approach to special cases of dismissal will help preserve the company's reputation and maintain a positive image among employees. I recommend using these practices and always acting within the law and ethical standards.

Summing up: Practical examples - how to fire employees competently and step by step

When it comes to terminating employees, I have learned that it is important not only to comply with legal regulations, but also to approach the process with the utmost sensitivity and respect. I have witnessed situations where a thoughtless approach to dismissal led to negative consequences both for the company and for the person being fired.

1. Direct and open discussion

The first step I always recommend is to have an honest and open conversation with the employee. When I conducted these conversations, I always tried to create an atmosphere of trust and understanding. I often started with the phrase that we could not find a common language and work together, and offered to separate by mutual agreement of the parties. This made it possible for the employee to understand that we were striving for a civilized resolution of the situation.

When I encouraged one employee to part ways on good terms, it helped avoid conflict and maintain a positive relationship. He easily made the decision and left of his own free will.

2. Documenting violations

If talking amicably did not help, I moved on to the second stage - documenting violations of labor discipline. Here it was important to correctly draw up acts of violations and orders of reprimands. This is a very time-consuming process, but it is necessary for the employer’s actions to have legal force.

3. Dismissal for professional incompetence

When documentation of disciplinary violations did not have the desired effect, I initiated the procedure for dismissal for professional incompetence unsuitability. This is a long and painstaking process that requires a careful approach. First, I updated job descriptions and organized special training for the employee. After this, a commission was established that took the exams.

📝 Process steps:

• 📄 Creating and updating instructions.
• 🧑🏫 Conducting training.
• 🧑⚖️ Formation of a commission for taking exams.
• 📝 Documenting the results.

One From my projects I have shown that this method is quite effective, especially if the employee is really not suitable for the position.

In one case, after several retakes of the exams, the employee was unable to pass the final test, which gave us grounds to dismiss him for unsuitability.

4. Downsizing

If all previous methods did not help, I used heavy artillery - dismissal due to staff reduction. This method requires more time and financial costs, but is 100% effective. The main thing is to correctly document the reason for the reduction, for example, changes in processes that make the position unnecessary.

At the company where I worked, we reduced staff as a result of reorganization. This allowed us to optimize processes and rid the team of employees who did not provide the required level of efficiency.

Table of practical recommendations

Best Practices:

• Honesty and Openness: Always start with honest dialogue.
• Legal Awareness: Follow all legal rules and processes.
• Documentation: Maintain clear records of all violations and events.
• Planning: prepare alternative courses of action.

Each dismissal requires an individual approach, and I am convinced that following these recommendations will help you avoid many problems and maintain a professional business relationship.

Completion of the dismissal procedure: proper documentation

Registration Terminating an employee is a process that requires special attention to detail and compliance with all legal regulations. In my experience, correct and documented dismissal allows you to avoid many problems and misunderstandings. I want to share with you my experience and recommendations on this issue.

First of all, I always carefully prepared for the event. I used the following steps:

🗂️ Preparation of documentation: A few days before the planned dismissal, I checked the employee’s current documents, contract , job descriptions and KPI implementation. Everything should be in order so that there are no questions later.

📃 Notifying the Employee: I believe the correct step is to notify the employee in writing of the termination. This notice must contain clear and comprehensive reasons, as well as a link to the relevant articles of labor legislation. The wording should be as clear as possible to avoid unnecessary disputes.

📑 Execution of a dismissal order: An official document that confirms dismissal must contain the grounds for termination of the employment contract. This order must be signed by the manager or authorized person and recorded in the appropriate journal.

📂 Issuance of a work book and certification of copies: It is important to provide the employee with his work book with a record of dismissal, as well as all certified copies of documents that he may require in the future. I always issue documents on the day of dismissal to avoid delays and possible conflicts.

💼 Calculation and compensation: I am convinced that all financial calculations should be made as quickly as possible. This includes all pre-arranged benefits, including compensation for unused vacation. The employee must be provided with complete information about the calculations made.

Here's what I did to properly and document dismissals:

• Ensure that all documents are signed correctly and in a timely manner.
• Check that the employee is familiar with the order against signature.
• Give the employee an opportunity to ask questions and seek clarification.
• Help him navigate next steps, such as finding a new job or applying for benefits.

"Proper execution of dismissal is not only compliance with the law, but also showing respect for the employee and his work." - Irina Morozova, legal consultant at Rozetka.

In conclusion, I want to say that competent and accurate documentation of dismissal is the key to avoiding legal and reputational risks. I encourage you to follow these guidelines to make the termination process as professional and humane as possible for all parties.

Chicco Expertise

Chicco is an international brand well known in the field of children's and baby products. The company has been on the market for more than 60 years and successfully operates in more than 120 countries. Chicco's core product portfolio includes strollers, high chairs, car seats, baby clothing and toys.

Goals and objectives:

• Increase productivity
• Maintain high morale among employees
• Legal Compliance and Integrity

Key Issue: Identify and fairly terminate employees who do not meet company standards, while minimizing negative consequences for both terminated and remaining employees.

Characteristics of the target audience:

• Parents with children from newborn to 4 years old 👶
• Middle-class families with a preferred average to upper-average income😇
• Users seeking to buy high-quality, safe and comfortable products for their children⌛

Key points of interest to potential clients:

• Product quality and safety
• Brand Trust
• Customer Service
• Innovation in Products and Business Processes

Facts and figures:

• Over 600 stores worldwide
• Over 5 million items sold annually
• Customer satisfaction above 90%

Project indicator table:

Examples of successful practice:

Chicco has successfully implemented an employee termination strategy that takes into account both legal standards and moral and ethical issues. The company conducts regular trainings for managers on the proper handling of dismissals in order to maintain a high level of professionalism and attitude towards employees.💼

Recommendations for improving the dismissal process :

• Preparation: It is recommended to conduct regular employee performance reviews and record the results. This will help in the future to correctly justify decisions on dismissal.📊
• Communication: Dismissal should be carried out in a personal conversation, with an explanation reasons and suggesting possible alternatives (for example, transfer to another position).📞
• Legal standards: Compliance with all legal requirements (for example, giving an employee 2 weeks notice before leaving).📑

This approach allows Chicco not only to increase productivity and morale of the team, but also to maintain positive brand perception among both employees and customers.

Often asked questions on the topic: Effective dismissal of employees: how to do it right?

Thank you for reading and for becoming wiser 📚

So now you know how to properly and ethically fire employees . You are armed with valuable knowledge and ready to handle this delicate task. Imagine that your approach is not just a legal obligation, but a contribution to a healthy and productive work environment. Preparation, strategic communication and legal compliance are your allies 🛠️. Remember: dismissal is not the end, but the beginning of a new professional path for both parties. Write in the comments what you think about this process and what questions you still have.