End of Employment Contract

The end of an employment contract doesn’t have to be contentious. Unfortunately, it still often is, and that’s where we come in.


An employee’s contract can end in a number of different ways. Each one has its own set of rules and considerations to ensure it goes smoothly.

Dismissal and redundancy are the most likely to cause issues. For example, to avoid claims of unfair dismissal, you need to give a valid, justified reason for doing so. You must treat the dismissed employee the same way as their colleagues. And, you must give proper notice as outlined in their contract. Failure to do any of these things correctly could result in a tribunal claim.

There are also different types of dismissal to consider. For example, at what point do you terminate the contract of an individual who’s on extended sickness absence? You’re probably considering capability dismissal… but how long do you have to wait before this becomes a viable option?

There are dismissals that are out of your hands. If a staff member feels they’ve been treated poorly, they may leave the business and claim constructive dismissal.

And then there’s collective redundancy. Sometimes, for the sake of the business, you need to terminate some employees. But failure to consult them in the correct way could result in huge morale dips, massive losses, and an employment tribunal to boot.

Our resources cover everything you need to know about end of contract, from notice to employer and garden leave, to dismissals and redundancies. We’ll provide tips on how to retain staff, as well as make the transition smoother—methods such as intro and exit interviews.

So if you have any questions about any of the topics mentioned about, get in touch with us on 0808 145 3380.

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