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The Day to Day Payroll guide from HM Revenue and Customs helps you manage the tax and legal issues when an employee leaves.

File download Day to Day Payroll.pdf

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"Occasionally, an employee may leave your company because of illness. They could resign, or you might eventually have to dismiss them. This situation is less likely to arise at all if you promote good health as part of your health and safety policy. This in turn can help to reduce absenteeism and staff turnover."

Business Link

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This a very sensitive matter that can cause high levels of stress and disruption amongst other staff members. It is essential that as the employer you have a plan in place to effectively manage this scenario if it arises.

Web link have a plan in place to effectively manage

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The default retirement age is 65 (to be reviewed in 2011) and therefore your company can set a retirement date on or after your employee reaches 65. However this is not fixed and there are flexible options in place outlined in the ACAS Guidance on Age in the Workplace booklet.

File download ACAS Guidance on Age and the Workplace.pdf

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When an employee resigns it is important that a well managed exit interview is conducted, particularly if it has arisen from adverse circumstances (i.e. after an argument). As the employer you can not refuse a resignation, equally if that employee withdraws their resignation you are not obliged to re-employ them. Please refer to Business Link's guide for more information.

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Through re-deployment, company sales or a dramatic change in the market redundancies do happen, the Handling Redundancies guide from ACAS details your requirements as an employer in this situation. For more information please refer to the Organisational Change section of this website.

File download Handling Redundancies.pdf

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Unfortunately many businesses have to be prepared to dismiss an employee or group of employees. Effective and well managed inductions, appraisals, training and motivation can help reduce the possibility of poor performance which leads to a dismissal.

Dismissals are a serious matter and it is important to manage them correctly (please refer to the Disciplinary Action section for more information), this guide from Business Link assists you with this process.

Web link guide from Business Link

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Different scenarios means that termination of employment either by an employee or employer can vary greatly. Firstly it is important to refer to the contract of employment for notice periods etc. However the Department for Business Enterprise and Regulatory Reform have outlined common rights to notice and reasons for dismissal.

Web link Department for Business Enterprise and Regulatory Reform have outlined common rights to notice and reasons for dismissal.

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