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A Termination Letter formally ends an employment relationship between a worker and their employer in New Zealand. It puts the details of the separation in writing, including the final work date, reasons for termination, and any remaining obligations like returning company property or maintaining confidentiality.

Under NZ employment law, this crucial document helps protect both parties by clearly stating the grounds for dismissal, notice periods, and final pay arrangements. It needs to align with the Employment Relations Act and any existing employment agreements, especially when addressing issues like redundancy, misconduct, or poor performance.

Use a Termination Letter when ending any employment relationship in New Zealand, from straightforward resignations to complex dismissals. It's essential for redundancies, serious misconduct cases, poor performance terminations, and when employees leave voluntarily with proper notice.

Having this formal record protects your organization by documenting the exact terms, timing, and reasons for the employment ending. It helps prevent misunderstandings about final pay, notice periods, and post-employment obligations. The letter becomes particularly important if disputes arise later, as it provides clear evidence of compliance with NZ employment law requirements.

• End Of Employment Letter: Standard format for ending employment relationships, covering notice periods and final entitlements
• Agreement Termination Letter: Broader template for ending business contracts and partnerships
• End Of Tenancy Letter: Specific to ending residential or commercial lease agreements
• Contract Discontinuation Letter: Focused on ending service or supply agreements
• Lease Notice Of Termination: Formal notice template for property lease terminations with specific legal requirements

• Employers: Companies, organizations, and business owners who need to formally end employment relationships while following NZ employment law
• HR Managers: Handle the drafting and delivery of termination letters, ensuring compliance with company policies and legal requirements
• Legal Advisors: Review and approve termination letters for complex cases or when legal risks are high
• Employees: Receive these letters as formal confirmation of their employment ending, including final arrangements and obligations
• Employment Relations Authority: May review termination letters during disputes to ensure proper process was followed

• Employment Details: Gather accurate employee information, position title, start date, and employment agreement details
• Termination Specifics: Document the final work date, notice period, and clear reasons for termination aligned with NZ law
• Entitlements: Calculate final pay, including holiday pay, outstanding wages, and any redundancy compensation
• Company Property: List all items to be returned, including keys, devices, and confidential information
• Legal Requirements: Our platform ensures your letter includes all mandatory elements under NZ employment law, minimizing compliance risks
• Review Process: Double-check all dates, payment amounts, and terms before finalizing the document

• Party Details: Full names and addresses of both employer and employee, plus position title
• Termination Date: Clear statement of the final working day and any notice period requirements
• Reason: Specific grounds for termination that align with NZ Employment Relations Act
• Final Pay: Detailed breakdown of remaining salary, holiday pay, and other entitlements
• Post-Employment Obligations: Confidentiality requirements and property return instructions
• Legal Compliance: Our platform automatically includes all mandatory elements under NZ employment law
• Signature Block: Space for both parties to sign and date, confirming mutual understanding

A Termination Letter differs significantly from an Disciplinary Letter in several key ways. While both documents address workplace issues, they serve distinct purposes and have different legal implications under New Zealand employment law.

• Purpose: Termination Letters end employment relationships permanently, while Disciplinary Letters address specific conduct issues with the aim of correction and improvement
• Timing: Disciplinary Letters typically come before termination as part of a fair process, giving employees chances to improve
• Legal Requirements: Termination Letters must include final pay calculations and notice periods, while Disciplinary Letters focus on performance improvement plans and consequences
• Future Impact: Termination Letters permanently sever employment relationships, whereas Disciplinary Letters form part of an ongoing employment record