MAYDAY: Think It’s Time to Let Someone Go? Here’s What to Do First

As HR consultants, we’ve lost count of the number of calls that start with “They just need to go.”

It’s a sentence that comes from a place of stress, pressure, and sometimes, disappointment. 

Whether it’s a new hire not performing, or a long-standing employee no longer meeting the needs of the business, it’s natural to want to act quickly.

But moving too fast, or without proper process can create more problems than it solves.

The Risks of Acting on Impulse

Even when someone is new to the business, lots can go wrong if a dismissal is not handled correctly:

• Legal risk - unfair dismissal or discrimination claims.
• Financial cost - tribunal and legal fees can get pretty costly.
• Team impact - your team will feel the impact and could feel unmotivated and nervous about their own jobs. 
• Reputation - word travels fast, if your leaver is not happy they will tell people.

It’s also worth noting that employment law is changing. Currently a lot of businesses rely on the fact that unfair dismissal claims can’t be brought for employees with less than 2 years service. This is about to change giving employees rights from day 1. 

What You Should Do

Take a minute: What's really going wrong? Is it performance, behaviour, attitude, or something else?

Check documentation: Employment contract, probation clauses, employment policies and past reviews for the employee.

Seek advice: Talk to your HR team, or call us on 0151 272 3476. It’s best to chat things through before making any rush decisions to avoid costly mistakes.

Talk to the employee: It’s important to get their side of things. Perhaps something is going on for them outside work, perhaps they’re feeling unmotivated or expectations just haven’t been made clear.

A Better Conversation to Have

Instead of “they need to go,” imagine saying: “Things aren’t working, what’s the right way to manage this?”

That shift opens up safer, fairer, and often more productive outcomes, whether that’s coaching the person, restructuring their role, or exiting them properly.

Ending someone’s employment should never be the first step, even when it feels like the easiest one.

Investing in the right HR processes early saves you time, money, and stress later.

Need help navigating a tricky team issue?

We’re here to talk through your options, before it becomes a problem. Get in touch with us today.