Review company policies, employment agreements, and applicable laws before taking action
Document performance issues, misconduct, and prior warnings clearly and consistently
Consult HR and legal counsel when needed
Choose the timing, location, and attendees carefully
Prepare termination documents, final pay details, benefits information, and return-of-property instructions
Keep the meeting brief, direct, and respectful
State the decision clearly without unnecessary discussion
Avoid arguing, blaming, or debating during the meeting
Collect company property, access cards, devices, and credentials promptly
Disable system access and revoke permissions immediately after the meeting
Explain final pay, benefits continuation, unemployment, and any next steps
Provide required notices and separation paperwork
Maintain confidentiality and limit information sharing to those who need to know
Treat the employee with dignity and professionalism
Offer support resources when appropriate, such as outplacement or EAP information
Document the termination meeting and all related actions
Follow up on payroll, benefits, and administrative tasks quickly
Conduct an internal review to identify any process improvements