• Do double check with colleague's / Human Resources you have followed exactly all company procedures.
  
  
• Do choose an office away from normal work locations to allow privacy.
  
  
• Do time the discussion to allow for privacy where possible. This could be outside normal working hours.
  
  
• Do turn up on time or in advance.
  
  
• Do allow plenty of time for the discussion.
  
  
• Do ensure there will be no interruptions (people, mobiles, phones, computer noises).
  
  
• Do prepare exactly the message for the employee.
  
  
• Do rehearse prior to the actual meeting with the employee especially if it is your first time.
  
  
• Do use a checklist to ensure you cover all the important points.
  
  
• Do use a witness - a Human Resources colleague or an additional management person (preferably from another office). They should take notes and act as a witness to any comments or questions that occur at the session.
  
  
• Do give the employee the opportunity to use a witness - a colleague, friend or trade union representative.

• Do most importantly, make totally sure the employee understands that their employment actually has been terminated.
  
  
• Do not beat around the bush.
  
  
• Do get to the point.
  
  
• Do not provide excuses.
  
  
• Do not engage in personal attacks or derogatory generalisation.
  
  
• Do avoid any arguments regarding the decision.
  
  
• Do be open to the employee's concerns and questions.
  
  
• Do avoid condescension or evasion.
  
  
• Do answer questions honestly and as completely as possible.
  
  
• Do provide any additional information required to answer a question fully as soon as possible.
  
  
• Do not agree with any arguments.
  
  
• Do be sensitive to the employee's anger. This is more difficult for the employee than you.
  
  
• Do allow the employee time to express their anger if they wish.
  
  
• Do not agree that the company has made any mistakes or has acted incorrectly.
  
  
• Do avoid statements along the lines of "Yes, I think it is unfair too" or "I did not want to do this" or "It's not my decision". These can come back to haunt the company later.
  
  
• Do outline the status of employee benefits. Briefly explain any benefits to which the individual is entitled, or provide information on how the employee can obtain this information promptly.
  
  
• Do discuss references. Explain what employment references the company will provide and how.
  
  
• Do consider providing a reference/employment history letter to avoid future confusion or disagreements.
  
  
• Do be sensitive.
  
  
• Do prepare for the worst. This is an extreme situation and people under great stress may have extreme reactions. Do advise security in advance and request their advice. Workplace violence is all too common. Do request advice from the legal department regarding appropriate responses. Do consider if escorting off the premises is appropriate.
  
  

If there is a claim for unfair dismissal the fairness and professionalism that you exhibit at a termination session can be critical to support the company's position that it acted for business reasons and was at all times fair and reasonable in its decision-making process.

The information on this page is intended to provide a general guide. It should not be construed as legal advice or a legal opinion.