Terminations in most countries are often very difficult to execute properly. Terminations not executed correctly can lead to litigation from the employee which can result in extremely high costs, financial settlements, legal fees, and also the time burden on your team.
Please remember you are not the legal employer, and therefore you cannot, under any circumstances, initiate terminations on your own. Whenever you are contemplating the idea of termination, please contact Lano immediately, and we will give you guidance on how to proceed.
In order to minimise the risk of termination, we ask you to:
Communicate with Lano as soon as you think about terminating one of your EOR employees. If you are concerned about the performance of your employees, reach out to Lano to advise you on how to handle the situation.
Never communicate a termination to an employee without the explicit authorization of Lano.
Never remove the employee’s access to work tools without the explicit authorization of Lano.
Please keep in mind that in many countries, the safest and sometimes the only way to terminate an employee after the probationary period has ended is by mutual agreement.
To initiate a termination request, please log in to your account and click on Team Team > Team Members > Employee profile. Once you open the employee profile, you will see three dots on the left-side corner of the page. Click on it, and a drop-down menu will appear.
By clicking “Request Termination,” you will send a notification to the Lano team, and we will get back to you with the following steps. We will never communicate anything to your employees until everything has been clarified with you.
Lastly, Lano will always consider your desired end date as the goal. However, we can only terminate the employee according to what is permitted by law. All options and scenarios will be discussed with you as soon as you raise the request.
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