The law allows employers to decide whether they will provide
- working notice,
- salary and benefit continuance, a lump sum payment, or
- a combination thereof.
If you provide salary and benefit continuance, you can also include a provision to reduce the payout if the employee finds new work during the notice period.
Every situation is different, and there is no law that says you have to treat every dismissed employee in the same way.
How we can help with Strategic Severance Packages
Rather than simply throw money away for nothing, we encourage our clients to consider every termination and assess the most strategic way of approaching the dismissal. In some cases, you may have a long-term employee that will be entitled to extensive notice or severance. However, they may be highly employable, and it would make sense to structure the package so that their entitlement is limited if they find new work quickly. You can also assist them in their search for new work, as this will be to your advantage as well.
After we assess your potential obligations to the soon-to-be-dismissed employee, we will also explain the options to you, along with the pros and cons of each. That way, you can make an informed decision.
We want to be your Trusted Advisor, your Chief HR Law Officer, your business partner. Let us be part of your team, so that we can look after your employment law issues, and you can focus on your business.