- What is the employee's length of service?
- What is the reason for dismissal?
- Capability (performance or ill health)
- Statutory Restriction
- Some Other Substantial Reason
- Have all contractual procedures been followed?
- Has the Acas Code of Practice been followed?
- Was the employee suspended before dismissal?
- Is dismissal with notice or without?
- If with notice:
- How much notice are you required to give the employee? (ensure that this is not less than the statutory minimum)
- Will the employee be required to work during their notice period?
- Is there a right in the employee’s contract to pay in lieu of notice?
- Is there a garden leave clause in the employment contract, and if so, will it be used?
- Are there any restrictive covenants in the contract of employment?
- Has the employee lodged an appeal against dismissal?
- Is a settlement agreement required?
- Arrange handover of work.
- Arrange exit interview if applicable
- Ensure employee returns all property and ask the employee to sign a disclaimer if necessary
- Calculate final pay including any accrued holiday pay. If the employee has taken more holiday then they have accrued, this may need to be deducted from the employees final wage.
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