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The termination of an employee’s employment can occur for many reasons. It can be the employee’s choice to end their contract of employment or it may be the employer’s choice. Examples for reasons for the termination of employment include:

  • resignation;
  • redundancy;
  • dismissal;
  • retirement;
  • agreed separation; or
  • abandonment of employment.

Employers need to make sure employees are subject to an employment contract stipulating the applicable notice period for termination of employment. A reasonable period of notice is notice that which enables the other party sufficient time to either seek new employment or to employ another employee.

Employees must be paid the relevant amounts when their employment is terminated. Termination pay is the monetary entitlement legally due to an employee when they cease their employment. Termination pay will usually include severance pay (if the end of employment is for reasons of redundancy), notice pay (if the payment is made in lieu of notice), and leave pay.

Notice pay, or pay in lieu of notice, means money paid to a departing employee for the period of notice that either you give the employee or the employee gives you (as required under an employment contract, enterprise agreement, modern award or legislation). An employee must be paid their full rate of pay until the end of their notice period.

If a worker has been legitimately engaged to perform work as an independent contractor, the termination pay requirements should be outlined in the terms of their contract.

Leave pay refers to annual leave and long service leave (and if relevant, any personal leave) entitlements owing to the employee at the date that their employment ends. This may also include any accrued leave for completed years of service and a pro rata or proportionate amount for any part year of service.

An employer is also required to pay an employee the following accrued entitlements when they cease employment: wages due for work done, commissions due to the employee for work done (if relevant), any applicable bonus or profit share arrangement, and any other payment payable to the employee under an applicable industrial instrument.

Resignation is when an employee chooses to give up their position or role in an organisation. For a resignation to be lawful, an employee must advise you of their decision to leave and when they intend their last day to be. The last day the employee works must comply with the employee’s obligation to give you a certain period of notice of resignation.

A redundancy occurs when an employer no longer requires a particular job to be performed by anyone due to changes in the operational requirements of its business. And retrenchment occurs when an employee’s employment is terminated because their job has become redundant. Simply put, an employee may be retrenched when their job is made redundant. If the reasons for dismissing an employee are not due to the employee’s role being redundant, the dismissal will not be a genuine redundancy as defined in the Fair Work Act 2009 (Cth) and will not be exempt from unfair dismissal laws.

Dismissal occurs when an employer terminates the employment of an employee. An employer’s ability to dismiss an employee is limited by a number of laws.

An employee can be dismissed expressly, constructively or summarily. An express dismissal occurs when an employer notifies an employee of their last day of employment. Constructive dismissal occurs when an employee leaves their employment immediately because their employer says or does something that the employee can reasonably treat as in effect walking away from the employment contract. A summary dismissal is an instant or ‘on-the-spot’ dismissal, usually only appropriate to dismiss an employee who has engaged in serious misconduct.

Retirement is also a form of termination of employment. In the past, it was generally accepted that employees must retire at a particular age, e.g. 65, but today, Australia has no compulsory retirement age. Generally, retirement is a voluntary resignation, however in some cases retirement can be forced on the employee by a misguided employer or poor health. An employer can never force an employee to retire.

Agreed separation is when an employer and an employee mutually agree to part ways. A settlement agreement might be used to do this on agreed terms. This course of action might be considered in order to prevent or resolve a dispute that might lead to legal liability in court. A settlement agreement is an agreement in which all parties agree to settle all claims and matters between them. Settlement agreements allow employers to confidentially resolve disputes with your employees without admitting fault. An employee consenting to a settlement agreement means they are giving up their right to make any future legal claim in respect of that particular matter.

Further, a common type of settlement agreement – separation agreement – provides the agreed terms on which an employee ceases their employment. A separation agreement is a type of settlement agreement under which the employer and the employee mutually agree to go their separate ways and to settle all matters between them.

Abandonment of employment refers to a situation where an employee fails to attend work for no reason known to the employer, and it is reasonable for the employer to conclude that they no longer wish to work for the business. The employer needs to make sure that all the industrial instruments relevant to the employee for a provision on abandonment of employment have been checked before terminating employment.

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Top stories for Termination of Employment

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Your questions answered: Are we obligated to offer redeployment to a retrenched employee?

Termination of Employment

Q: Are we obligated to offer redeployment to a retrenched employee?

By Portner Press on April 17th, 2019

No need for procedures when misconduct is extreme: FWC

Termination of Employment

A 20-year-old man who was summarily dismissed for performing forklift burnouts at work has had his sacking upheld by the Fair Work Commission.

By Portner Press on April 15th, 2019

Drunk flight attendant loses unfair dismissal claim

Termination of Employment

A Qantas flight attendant who applied for unfair dismissal remedy after being sacked for drinking while on duty has lost her claim. The employee, who had been at her job for 31 years, told the Fair Work Commission that working […]

By Portner Press on April 12th, 2019

Your questions answered: How should we select employees for retrenchment?

Termination of Employment

Q To remain financially viable, we need to implement redundancies. The ‘last on, first off’ approach to selecting which employees to retrench has been suggested, as it will allow us to retain employees with the most experience. Is this lawful? […]

By Portner Press on April 12th, 2019

10 steps to take when an employee resigns

Termination of Employment

When an employee decides to resign you should take the following steps to ensure the process is handled professionally and legally. 1. Determine if the resignation is valid Just because an employee resigns, it does not necessarily mean the resignation […]

By Portner Press on April 5th, 2019

Your questions answered: How do we make an underperforming staff member redundant?

Termination of Employment

Q: How do we make an underperforming staff member redundant?

By superuser on April 3rd, 2019

Can you dismiss an employee who doesn’t show up for three days?

Termination of Employment

Premature abandonment call leads to unfair dismissal compensation. Employee wins unfair dismissal claim after he walked off the job.

By Charles Power on March 29th, 2019

Your questions answered: Can we rehire into a position we previously made redundant?

Termination of Employment

Q: Can we rehire into a position we previously made redundant?

By Portner Press on March 29th, 2019

Persistent breaches of workplace policies can justify dismissal

Termination of Employment

...Multiple minor breaches of a policy, even if each breach may not be capable of being regarded as serious, can constitute a valid reason for dismissal.

By Hannah Pelka-Caven on March 27th, 2019

Employee who got drunk out of hours was unfairly dismissed

Unfair Dismissal

“Any employer should be very cautious about invoking a summary dismissal” warns an FWC commissioner after finding out that an employee was unfairly dismissed after she became excessively drunk at an out-of-hours event.

By Portner Press on March 22nd, 2019