For high risk separations (where the employee will sue and you'll lose), you never "officially" sack the jobholder, so you don't need a notification. During the entire inquest, you must remain professional and keep everything confidential. A worker firing letter should contain certain elements. If your employee fails the low risk estimate test, then the worker is either medium or high risk. At the same time, don't drag out the dismissal of personnel either. However, when these fail, realize you may have to fire the employee involved. Likely a judge will review this form and if not done appropriately the court can use it against your small business. Ignoring such a request is gross misconduct. Let me stress: Consider asking for help especially when you witnessed the event. A foolproof lay off notice is one of the most important documents of the layoff procedure. Gross misconduct: Released a toxic gas when involved in horseplay (Can fire immediately.) But once he or she sees this behavior go unpunished, the jobholder will move on to bolder ways of violating orders and business policies.

In a fit of rage, you sack the jobholder on the spot. A sacked employee has the potential for doing all sorts of malicious acts. Document this discussion and have the jobholder sign paperwork proving you addressed the matter and that he or she is aware of the outcomes.