The employee lifecycle ends with termination and offboarding. This process can either be voluntary (i.e., the employee resigns) or involuntary (i.e., employment is terminated by the employer). In both cases, it’s business-critical that you do everything by the book to remain compliant.
If the employee in question is employed through Omnipresent’s Employer of Record (EOR) service, you must inform us as soon as you decide you want to terminate the employment and before taking any further legal steps. The same applies if the employee wants to resign.
In both cases, we’re here to guide you through the appropriate process to ensure:
- Compliance with local laws and regulations.
- Transparency and clarity.
- Fairness for all parties.
Below, we’ve outlined the main do’s and don’ts you should follow before, during, and after the termination of an employee employed through Omnipresent.
Before proceeding with a termination - whether voluntary or involuntary - you must first get in touch with Omnipresent. Here are the do’s and don’ts to take into account.
If Omnipresent confirms that the termination can proceed and that your company can take a role in the offboarding process, here’s what you should consider.
*Here are some of the typical questions you might receive from an employee during the termination period:
- When will I receive my last payment?
- Will the company extend a recommendation letter?
- Am I eligible for unemployment insurance?
- Can I continue my health insurance?
We’ll help prepare you with answers to those questions before the termination meeting.
Once the termination meeting is complete and the termination agreement has been signed, here’s what you should and shouldn’t do next.
If you have any further questions, please contact your Account Manager or Customer Success Manager directly. Thank you.