What is Employment Termination?

What is employment termination? Employment termination is simple withdraw from offering duties in a company by either through a self-decision of the employee or action of the employer to stop you from offering services. There are essentially two ways in which an employment can be terminated. First, the employee can purposely or unwillingly withdraw from duty execution. On the other hand, the organization can resort in terminating the services of an employee. In whichever case, there are procedural ways of rendering a job termination. Some of the reasons why a company would terminate the services of an employee are; out of poor and persistently unsatisfactory performance and misconduct.

A company can also arrive at the decision to terminate employment to safeguard the interests of the company such as a lay off arising from an impending economic recession. On the other hand, an employee relinquishes duties due to perceived poor workplace environment or in a bid to pursue greener pastures.

There are different ways to terminate employment and these depend on the reason for the termination. If the core reason to leave a job is, for instance, to source for a better one, this may mean that the worker renders a resignation letter. If a company carried out a lay off or dismisses employees, a job termination letter is offered. It must be noted that when terminating employment, a reason should be given to the respective party.

 A company that decides to fire an employee should give a concrete reason as to why the decision has been arrived at. At the same time, an employee who decides to relinquish duties should do so procedurally by giving rationale as to why employment is being terminated. To protect the interests of the company or the employee a notice should be given by either party (employee or employer). This is essential since it gives time for the employee or employer to prepare for the exit.

It must be said that it’s quite unethical to decide leaving a company abruptly when it would be possible to give a notice in advance. For instance, such an impromptu decision made by an employee creates a gap in the workforce and it could be detrimental to the company performance. If a company suddenly decides to dismiss an employee, this could implicate on the workers well-being resulting to stress.

Depending on the duration an employee has been working for a company, a notice is granted. In case the notice is not given, either party is expected to pay an equivalent in lieu of the notice. Should the company not give notice to an employee on an impending job termination, it should compensate the worker on terms prescribed by the State’s labour laws and as agreed upon between the Labour Union and the companies. The same applies to the employee.

Furthermore, if an employee is registered with a Labour Union organization, the Union should be served with a notification on the termination of employment. This notice is aimed at putting the labour officers in the limelight of what has happened between the company and the terminated employees.