The Dismissal Letter For Poor Performance is a crucial document in Nigerian employment law that formalizes the termination of employment based on documented performance issues. It should only be used after following proper performance management procedures, including documented performance reviews, formal warnings, and reasonable opportunities for improvement. The letter must comply with the Nigerian Labour Act and relevant employment regulations, incorporating references to previous performance discussions, improvement plans, and warnings. This document serves as both a legal record of termination and a formal communication tool, typically issued after consultation with HR and legal departments to ensure compliance with local labor laws and organizational policies. It should clearly state the grounds for dismissal, notice period or payment in lieu of notice, and final settlement details.
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1. Letter Header: Company letterhead, date, reference number, and addressee details
2. Subject Line: Clear indication that this is a termination of employment notice
3. Performance History Summary: Brief overview of performance issues and previous improvement discussions
4. Previous Warnings Reference: Specific reference to formal warnings and improvement plans previously issued
5. Termination Decision: Clear statement of the decision to terminate employment due to continued poor performance
6. Notice Period Details: Information about the notice period or payment in lieu of notice
7. Final Payment Information: Details of final salary, accrued leave, and other entitlements
8. Company Property Return: Instructions regarding the return of company property
9. Signature Block: Space for authorized signatory and employee acknowledgment
1. Garden Leave Provisions: Include when the employee is to be placed on garden leave during the notice period
2. Benefits Continuation: Details about any benefits that continue post-termination, if applicable
3. Restrictive Covenants Reminder: Include when employment contract contains post-termination restrictions
4. Handover Requirements: Include when there are specific projects or responsibilities that need formal handover
5. Reference Policy: Include when specifying the company's position on providing future references
6. Legal Rights Statement: Include when there's a need to explicitly state the employee's right to appeal or seek legal counsel
1. Performance Review Records: Copies of relevant performance review documents
2. Warning Letters: Copies of previous formal warnings issued
3. Performance Improvement Plans: Documentation of improvement plans and outcomes
4. Meeting Minutes: Records of performance discussion meetings
5. Final Settlement Calculation: Detailed breakdown of final payment calculations
6. Company Property Checklist: List of company items to be returned
Relevant legal definitions
Clauses
Relevant Industries
Banking and Finance
Technology
Manufacturing
Retail
Healthcare
Education
Professional Services
Telecommunications
Oil and Gas
Construction
Hospitality
Public Sector
Agriculture
Transportation
Mining
Relevant Teams
Human Resources
Legal
Compliance
Employee Relations
Operations
Administration
Senior Management
Relevant Roles
Human Resources Manager
Legal Counsel
HR Director
Department Manager
Line Manager
HR Business Partner
Employee Relations Manager
HR Operations Manager
Company Secretary
Compliance Officer
HR Administrator
General Manager
Managing Director
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