25 Justified Reasons to Fire an Employee

25 justified reasons to fire an employee

25 Justified Reasons to Fire an Employee. You may have recruited a candidate who aced their interview, but once they begin working for you, you observe that their behavior negatively impacts the rest of your team, the office environment, and the firm as a whole.

It is crucial to safeguard your customer relationships, workplace morale, and corporate reputation, but under what circumstances is it acceptable to terminate an employee?

If you are unsure about what action to take, we have created a list of 25 appropriate Reasons to Fire an Employee

List of the Reasons to Fire an Employee

The following is a list of the Reasons to Fire an Employee:

1. Sexual harassment

Reasons to Fire an Employee

One of this Reasons to Fire an Employee is sexual harassment. In the majority of nations, sexual harassment in the workplace is a punishable offense for both private and public employers.

The term “sexual harassment in the workplace” refers to any unwanted sexual comments or advances. Implementing policies to ensure a safe and harassment-free workplace is essential; failing to address cases and reports of sexual harassment demonstrates an unethical stance on the part of the company and could result in a number of lawsuits. If an employee is accused of sexual harassment, you must be prepared to conduct an investigation and take the necessary steps to safeguard your team and business.

see also: Sexual Assaults in Colleges: How to Avoid & Deal with it as a Victim

2. Excessive absenteeism

Taking a vacation or a sick day is acceptable, but if an employee rarely puts in a full week’s worth of work, this could jeopardize the performance of your company, making it an acceptable reason to fire them.

Consider, however, that employees with health problems may frequently fall behind in their work, take time off, and use up all of their sick days. Depending on local law and company policy, this situation may require a different approach.

However, if there are no official reasons for the employee’s excessive absences and this behavior persists, it may indicate that the employee is not an efficient worker and is not contributing to the success of the company. Before taking additional action against an employee, be careful to follow up with your HR department in these situations.This is another Reasons to Fire an Employee.

3. competing interests

In numerous organizations, employment policies contain an ethical code that addresses conflicts of interest.

Suppose an employee is in a scenario where his or her interests may collide with those of the company. In such a circumstance, this could explain your decision to make them redundant, particularly if this was a planned action or if there is no viable alternative.

4. violation of client privacy

Another Reasons to Fire an Employee is violation of client privacy. A violation of client confidentiality may result in disciplinary action, and depending on the severity of the violation, you may be required to terminate the employee in question.

However, you must first determine whether the employee comprehends the rules, the gravity of the infringement, and the repercussions of violating confidentiality and data protection regulations.

In these situations, it is crucial to investigate immediately and interview additional personnel. Witness testimony and any further pertinent information regarding the case would be useful. When sufficient proof exists, you may pursue legal action leading to dismissal.

see also: How to Create Employees HandBook: 7 Importance

5. Disclosure of sensitive information

You must guarantee that your employees sign a confidentiality agreement as part of their employment contract. Sharing confidential information on projects, finances, clients, and strategy with a third party may constitute a breach of confidentiality.

Using corporate contacts for personal advantage constitutes yet another breach of confidentiality in the business world. A major violation of confidentiality might occur, for instance, if a sales representative looked up a customer’s phone number in the company database and posted it online. To safeguard your business’s reputation and the privacy of your clients, it would be better to terminate the employee.

6. Theft of organization property

Even if an employee removes only a tiny bag of rubber bands from your supply closet, this is still theft.

Theft in the workplace is common, but dismissing an employee for stealing small items such as office supplies may be an overreaction unless the theft is a pattern.

When it comes to the theft of expensive materials and equipment that could result in significant financial loss for your firm, however, dismissal is surely warranted. Similarly, misappropriation of business property and resources may provide grounds for termination. However, it is also among the Reasons to Fire an Employee.

7. Discrimination

Discrimination in the workplace is a serious offense. In addition to creating a hostile work environment, discriminatory actions may have legal ramifications. A number of laws try to protect employees against discrimination based on protected classes, including:

  • Gender
  • Age
  • Disability
  • Race
  • Religion
  • Nationality

8. Violence and intimidation

Reasons to Fire an Employee

Both physical and verbal violence are Reasons to Fire an Employee. Motives for workplace harassment may include race, religion, age, gender, nationality, and ethnicity.

If someone’s activities badly affect the physical and emotional health of another employee and put their safety at risk, you must be prepared to take quick action against them.

9. Drug or alcohol use at work

If an employee arrives at work under the influence of alcohol or other substances, this could be Reasons to Fire an Employee.

Consequently, verify that your zero-tolerance drug rules account for employees who may be taking medications with severe adverse effects for medical reasons. Investigate the situation before terminating an employee’s contract for being under the influence.

10. irresponsibility

Irresponsibility is also one of the Reasons to Fire an Employee. Most incidences of disobedience have rather minimal repercussions. But when employees disregard health and safety regulations in the workplace, their disobedience may have severe consequences.

If their behavior does not improve following a warning, this could be grounds for dismissal.

11. Falsifying company paperwork

The falsification of business documents for personal advantage is a widespread occurrence.

For instance, staff may fabricate paperwork to enhance their overtime incentives or expenditures.

Your employee handbook should outline the consequences of document falsification, including the possibility of termination. If someone is caught red-handed, you must follow proper procedure and, depending on the gravity of their conduct, consider releasing them from their tasks.

see also: Top 29 Criminology Government Jobs

12. Destruction of business assets

Destruction of business property is a grave offense that warrants disciplinary punishment, such as termination.

Your corporate policy and employee handbook should stipulate that employees are responsible for maintaining company property and using it exclusively for its intended purpose during business hours. If you suspect an employee of causing property damage, you must collect proof against them before terminating their employment. This is another Reasons to Fire an Employee.

13. Breach of corporate policies

When onboarding new staff, it is necessary to provide them with a complete policy manual. This section should describe policies regarding:

  • Tech/equipment
  • Harassment
  • Code of conduct
  • Zero-tolerance
  • The dress code
  • If employees violate any of the policies listed in your guide, they will be terminated.

14. Fraudulent employment applications

According to HireRight’s 2017 research, 85% of job applicants send fraudulent resumes.

If you discover that an employee has lied about their qualifications and experience, you have every right to terminate their employment. This is another Reasons to Fire an Employee.

15. Poor job performance

Poor performance is the most typical reason for an employment termination. It is also a catch-all term for numerous situations, including:

A worker who is unable to execute the job correctly following the regular training period is terminated.

Not fulfilling quotas

Constant necessity for surveillance

In fact, poor job performance is the most self-explanatory reason on our list for firing an employee.

16. Downsizing

Reasons to Fire an Employee

In the event of a company downsizing or making budget cuts, an employee with excellent performance may be terminated.

In order to be as considerate as possible, inform your employees of your decision as soon as possible so they can prepare. According to the federal Worker Change and Retraining Notification Act, certain employers in the United States are obligated to notify employees prior to layoffs (WARN). It is also one of the Reasons to Fire an Employee.

17. inappropriate conduct outside of the workplace

What should you do as an employer if an employee joins in a protest by an extremist organization or posts hate speech on social media?

To minimize legal liability, check that your policies do not conflict with local and national laws that restrict you from taking disciplinary action against employees’ conduct outside of the workplace.

18. Uncourteous conduct

Incivility in the workplace, regardless of whether it is directed towards a customer or another employee, can result in a poisonous work environment.

A lack of consideration for others’ feelings (such as making unpleasant comments, causing social isolation, and disrupting the workplace) might be grounds for terminating an employee. Nevertheless, you will need to record occurrences of this conduct and the disciplinary measures taken. You may also require assistance from your Human Resources department in order to progress. This is another Reasons to Fire an Employee.

19. Slandering

Slanderous statements are a typical form of defamation. In the event that someone frequently defames a coworker, manager, or even their organization, you may be required to take disciplinary action.

Having an all-team meeting in which you explain the topic and the repercussions of workplace slander can also help you prevent future incidents.

20. Using a position for private gain

Sending a personal email or printing a recipe on a work computer is not precisely an abuse of authority. Suppose, however, that your social media manager is exploiting his position to promote his side business using your company’s platforms. As they are utilizing their position for their own benefit, this could be a valid grounds to fire them.

21. Poor culture fitness

Hiring managers are so focused on the necessary skills for the position that they neglect to look for candidates who understand the company’s culture and objectives. Although they may have the ideal skills for the position, managing and integrating this individual into your team will be extremely difficult.

In the early stages of their employment, there is no obligation to retain an employee who is not a good cultural fit. Nonetheless, you should give folks the benefit of the doubt and time to acclimatize to their new role.This is also considered as one of the Reasons to Fire an Employee.

22. Chronic bad health

Chronic health issue can also be the Reasons to Fire an Employee. Long-term illness might occasionally force an employee to quit their job. This could suggest that they must resign or that you must terminate their employment.

Dismissal should be the final resort, and you make every effort to satisfy your employee. If you must terminate their employment, you must be aware of their workers’ rights to prevent legal liability.

23. Using company time or resources for personal gain

When employees utilize business property for personal reasons, they risk termination. Obviously, casual use of the office printer is not a significant offense that warrants disciplinary action. But working on personal projects during work hours and making excessive use of company resources and equipment without permission could be grounds for dismissal.This is also among the Reasons to Fire an Employee.

24. Statutory unlawfulness

On occasion, continuing to employ someone would constitute a violation of the law. For instance, if a courier firm’s delivery driver loses their license, the company can no longer employ them.

Similarly, if an employee lacks the proper permits to work in your nation, you may be required to terminate their employment. Nevertheless, you cannot skip the formal dismissal procedure due to illegality under the law.

25. Some other significant reason

Reasons to Fire an Employee

The SOSR category, sometimes known as the “dustbin” category, includes all dismissals that do not fall under any other category.

There is no legal definition for the dismissals included in this category. If you are dismissing on SOSR grounds, you must have a strong case, as any claim to a tribunal would require you to establish your reasons with proof and documentation.

FAQs On Reasons to Fire an Employee

How do you sack an employee nicely?

Keep it respectful and brief

There is no best way to fire an employee, but it helps to make your message simple and to the point. Neither you nor the person fired is going to want it to last any longer than possible. You will need to provide a reason for the firing and then let them know what will happen next.

Can my boss just sack me?

The legal term for being sacked is ‘dismissal’. Your employer is allowed to dismiss people, but if they do it unfairly you can challenge your dismissal. To find out if your dismissal is unfair, you’ll need to check: that you were an employee – you can only challenge an unfair dismissal if you were an employee.

How does HR handle terminated employees?

During the termination, a member of the HR department should be in attendance. The representative may present to the terminated employee the reasons for the firing, or a supervisor may do so while the HR representative takes notes and observes. HR is meant to serve as a neutral third party.

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