The Termination Mail To Employee is a crucial document in Australian employment law, used when an employer needs to formally end an employment relationship. It must be prepared in accordance with the Fair Work Act 2009 and other relevant Australian legislation, ensuring compliance with minimum notice periods, proper stating of reasons, and outline of final entitlements. This document is essential for risk management and legal compliance, providing clear written evidence of the termination process and protecting both employer and employee interests. It should be used whenever employment is terminated for any reason including redundancy, performance issues, or serious misconduct, with the content adjusted accordingly. The document typically includes termination details, notice period, final payments, return of company property, and ongoing obligations.
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1. Company Letterhead and Date: Official company letterhead including ABN, registered address, and current date
2. Employee Details: Full name and address of the employee
3. Formal Notice of Termination: Clear statement of employment termination
4. Effective Date: Specific date when employment will end, including notice period details
5. Reason for Termination: Clear, factual explanation of the termination reason
6. Final Payment Details: Information about final salary, leave entitlements, and other payments
7. Return of Company Property: List of company items to be returned
8. Confidentiality Reminder: Reminder of ongoing confidentiality obligations
9. Contact Information: Details for any questions or further correspondence
10. Signature Block: Space for authorized signatory details and signature
1. Redundancy Payment Details: Include when termination is due to redundancy, outlining redundancy package
2. Garden Leave Instructions: Include when employee is placed on garden leave during notice period
3. Reference Offer: Include when company is willing to provide future employment references
4. Outplacement Support: Include when company is offering career transition services
5. Non-Compete Reminder: Include when employee is bound by existing non-compete clauses
6. Performance Improvement History: Include when termination is due to performance issues, summarizing previous warnings
7. Severance Package Details: Include when offering additional severance beyond statutory requirements
1. Final Payslip Summary: Detailed breakdown of final payment including all entitlements
2. Employee Clearance Checklist: List of items and access to be returned/revoked
3. Statutory Entitlements Statement: Summary of statutory entitlements under Fair Work Act
4. Certificate of Service: Official document stating employment duration and position held
5. Fair Work Information Statement: Mandatory information sheet about workplace rights
Relevant legal definitions
Clauses
Relevant Industries
Agriculture
Mining
Manufacturing
Construction
Retail Trade
Hospitality
Transport
Information Technology
Financial Services
Professional Services
Healthcare
Education
Public Administration
Arts and Recreation
Not-for-Profit
Relevant Teams
Human Resources
Legal
Employee Relations
People and Culture
Management
Operations
Administration
Compliance
Industrial Relations
Relevant Roles
Chief Executive Officer
Human Resources Manager
HR Business Partner
Department Manager
Line Manager
Team Leader
Legal Counsel
Employee Relations Specialist
HR Administrator
Operations Manager
General Manager
Department Head
Regional Manager
Branch Manager
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