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The Pre-Termination Notice serves as a crucial document in South African employment law, typically issued when standard performance management processes have not yielded required improvements. It represents a formal step before initiating termination proceedings, demonstrating the employer's commitment to fair labor practices as required by South African legislation. The notice should be issued after previous informal or formal warnings, but before any final decision regarding termination is made. It must detail specific concerns, outline required improvements, provide reasonable timeframes for correction, and specify available support mechanisms. This document helps ensure compliance with the procedural fairness requirements of the Labour Relations Act and related employment legislation, while protecting both employer and employee interests in the performance management process.

1. Recipient Details: Full name, position, and employee ID of the recipient, along with relevant department information

2. Notice Details: Date of notice, reference number, and subject line clearly indicating this is a pre-termination notice

3. Current Performance Issues: Clear outline of the specific performance issues or misconduct that has led to this notice

4. Previous Communications: Reference to previous verbal warnings, written warnings, or performance improvement discussions

5. Required Improvements: Specific, measurable improvements required from the employee

6. Timeframe: Clear timeline for implementing required improvements and review period

7. Consequences: Clear statement of potential consequences if improvements are not made, including possible termination

8. Support Available: Description of resources and support available to help employee improve

9. Acknowledgment: Space for employee signature acknowledging receipt of notice