Termination overview

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Terminations are very sensitive and the appropriate steps should always be followed to avoid penalties.

What to do before terminating an employee

It is important that you do not discuss the termination with the employee before the Remote team advises on the next steps. As the employer of record, it is our responsibility to handle this process directly with the employee. To initiate this process with Remote, you will need to first submit a termination request on the platform. This will give us more information and allow us to offer additional guidance to you before communicating your intention to the employee.

See also: How do I submit a termination request?

The termination process

The process and timelines can be different depending on the local labor laws in the employee's country. Some other factors involved in the termination process include the probation period, notice period, and outstanding time off which counts towards the employee's final payout. Each termination is unique, as it depends on the country, employment history, and the specific context. Therefore, we cannot provide a specific turn-around time for terminations.

When we receive a termination request, we will first need to confirm the country-specific termination regulations and required notice period. The information and documents needed will depend on the country the employee is located in. However, we always need the following:

  • Date of contract termination
  • Reason for termination
  • How much time off the employee has taken
  • Any items to be included in final salary e.g expense, refundable sign-on bonus, etc.

Once the details of the employee's termination have been reviewed, our team will reach out to the employee directly to issue a termination letter. After the termination letter has been signed, we will process the employee's final salary and payslip, terminate their benefits, and process the Company's final invoice for this employee. You will be notified once the process is complete.



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