As you now know, sacking an employee is not just saying 'you're terminated'. Finally, problem employees will often threaten you with a law suit if you separate them. For example, you could tell him his employment is ending in 2 weeks.

10) Encourage employee to see a legal defender (Medium-risk dismissals only). Labor laws have been chipping away at employer's rights when firing employees. I know this may go against your principles, but it's a reasonable firm decision when the troublemaker is costing the business lost time, lower group spirit, lost productivity, regulatory fines and legal hassles. As a personnel individual or small company owner, terminating a employee should not keep you awake at night. Even when the action becomes necessary through no fault of the employee, both the decision making method and the act of terminating are not pleasant duties. But if done properly, you can improve the work environment for the remaining personnel and increase firm performance. If you manage a business of any size, you shouldn't terminate someone for an wrongful reason whenever possible. If you have an especially litigious employee, you must ask your employment legal counselor what the likely improper dismissal award is. For example you might suspect the jobholder is taking drugs so you can have him or her take a drug test. For helps with these sticky situations and advice on how to make the lay off method go smoothly, a sacking employees manual can be a life-save. With it, you will explain to the employee why he or she is losing their job. If you are dismissing a jobholder, the contents of your separation memorandum are important.