From time to time you have to say goodbye - either because they're not working out or you don't have a job for them any more. There’s a key difference between firing someone and making them redundant. It’s quite important to distinguish between the two if you want to avoid ending up with a wrongful dismissal claim.
If you have an Employee who is not performing to expectations, then you fire them. The length of time they’ve been with you will dictate (from a legal perspective) whether you can do it without notice or go through a process, like giving them verbal and written warnings. Personally, I think it’s better (regardless of the law) to tell people you’re not happy with their performance and give them an opportunity to improve well before the fateful day.
If you have a Position in the business that is no longer required then, regardless of their performance, you make the person who occupies that position redundant. They leave your company because you have no more work for them to do. But remember, you can’t employ someone else to take that role because the role doesn’t exist anymore. Employers make that mistake and it's costly!
There are lots of regulations about firing and redundancy, and they frequently change. But don’t make the mistake of firing someone without due process or making someone redundant and then hiring someone else for that position.
People who are treated badly tend to bite back. Read the butt on Firing with a Smile.
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