Terminations are very sensitive and the appropriate steps should always be followed to avoid penalties and co-employment risk.
This article refers to terminating or offboarding employees hired via Remote’s entities. To learn about how to offboard Direct employees visit this article .
What to do before terminating an employee
It is important that you do not discuss the termination with the employee before the Remote team has had a chance to advise on the next steps. When you get the go-ahead to communicate your intention to the employee, it's important to do so verbally. To start this process with Remote, you will need to 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.
The termination process
- You submit your termination request.
- We review your request along with the employment agreement, local labor laws, and any collective bargaining agreements in place.
- A lifecycle specialist contacts you if they need additional details. Sometimes they will request a call.
- Depending on the country-specific laws and the terms of the employment agreement, we may need to seek additional legal advice. We’ll let you know if there are additional charges before proceeding.
- Terms and conditions for the termination are finalized.
- You verbally communicate the termination to the employee.
- You notify Remote that the employee has been informed.
- We (Remote) share termination documents with the employee.
- The employee signs the termination documents if required.
- We (Remote) process the final salary and offboard the employee.
The process and timelines can be different depending on the local labor laws in the employee's country of residence. 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.