Here are seven practical HR tips to guide you in handling employee termination:

1. Plan ahead: Before a termination meeting, review the employee’s file, gather all necessary documents, and prepare your talking points. Make sure you have a private space booked and know exactly what you’re going to say.
2. Involve legal or senior HR in sensitive cases: If the situation involves potential legal risks, misconduct, or a protected class, consult your organization’s legal team or senior HR colleagues to advise you on how to handle the termination correctly and professionally.
3. Stay calm and respectful: The tone you set for the meeting is important. Be direct but not personal, and avoid emotional or inflammatory language. It’s also crucial that you give the employee the opportunity to ask questions and answer them clearly and respectfully.
4. Focus on facts, not opinions: Stick to the relevant facts, whether the termination is due to performance issues, policy breaches, or business reasons. You should also avoid expressing personal judgments or opinions and making vague statements.
5. Never do it on a Friday: Start the termination process early in the week (before Wednesday). This allows the employee to access support services like HR, counseling, or job placement resources during the week instead of waiting for the weekend to be over first.
6. Document everything immediately: Make detailed notes of termination-related discussions and decisions as they happen. File all relevant documents — including the employee’s termination letter and final payslip — as part of the official record for future reference.
7. Follow up in writing: After the meeting, share a summary of the discussion and next steps in writing (i.e., details on final pay, benefits, and return of company property) with all involved parties. This helps avoid confusion by providing a clear record.