Termination Letter To Employee With Cause
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FAQ
"A termination letter should provide a straightforward reason for separation, required information helpful to the former employee, a signature of the HR professional and little more. This letter should not have any emotions, opinions or apologies."
Should a company provide a terminated employee with a reason for the termination? Yes. Advising an employee of the reason for the termination is considered a best practice and is required in some states.
Dear [Employee Name], We regret to inform you that as of [termination date], your employment with [Company name] will end. Your employment has been terminated due to [all reasons for termination]. Despite written warnings issued on [date] and signed by you on [date], you have failed to correct your behavior by [date].
Mr/Ms [employee's name], We regret to inform you that we are terminating your employment with immediate effect. We reached this decision after we completed all appropriate steps of the company's disciplinary process. This decision was necessary because you [repeatedly violated our anti-harassment policy.]
Simply state the reasons and leave it at that. To do more is to risk hurting the employee's feelings unnecessarily or drawing the employee into an argument. There's no point trying to prove to the employee that firing was your only option.
