Breaking Up is Hard to Do… Even at Work

Employee terminations, whether voluntary or involuntary, are never easy, but having a clear process helps protect your company and ensures compliance. Here are some important things to keep in mind (this is not an exhaustive list):

Involuntary Terminations

• Have more than one person present

• Confirm the employee doesn’t have a contract in place

• Provide a documented termination letter stating the cause of the termination

• Follow company policy and procedures, as well as applicable state & federal employment laws.  

Voluntary Terminations

• Ensure the employee's processes and procedures for their position are documented

• Maintain a healthy relationship with the employee and use the transition period for training opportunities

• Conduct an exit interview

• Obtain a letter of resignation

• Consider honoring years of service with a sendoff or last-day acknowledgment

Applies to Both

• Address COBRA (unless gross misconduct applies)

• Review remaining benefits:

  • Ensure final paycheck is provided on the next scheduled payday (Iowa & South Dakota employers)

  • Confirm if there is PTO payout per your handbook

  • Clarify the last day of insurance coverage

• Collect company property

• Review any outstanding worker’s comp or FMLA claims

A clear and compliant termination process not only reduces risk but also preserves professional relationships.

→ Need help with handbook policies, compliant termination processes, or assistance with an employee separation? Reach out here—we’re here to help.