If you are considering terminating an employee or if your employee resigned please contact Remofirst immediately and follow these steps from your Remofirst Dashboard to kick-start the process.
💡 Don’t talk to the employee about the intention to terminate beforehand. Only notify the employee once we have confirmed the termination request details unless agreed beforehand by Remofirst.
💡 Initiating the offboarding process on the platform will not notify the employee. This is merely an administrative step necessary for us to manage internal processes and assign a dedicated offboarding manager. The Offboarding manager will then reach out to the offboarding initiation to provide an overview of the process, outline the steps involved, and answer any additional questions.
Step 1. Go to the Team page on the side navigation menu.
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Step 2. Select the employee to be terminated.
From the team tab, click on the employee's name to open the summary page.
Step 3. Request to End Contract.
Scroll down and navigate to the “Request Offboarding” section.
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Step 4. Submit the request.
Click 'Request Offboarding” for a contract ending. We won’t communicate with the employee until the termination details are finalized.
💡 Please only notify the employee once we have confirmed we termination request details.
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Step 5: Remofirst has received the request!
Remofirst will review the details of it and follow up shortly to begin the Offboarding process.
Step 6: Share Details of the Termination Request
When initiating the termination request, your Offboarding manager will contact you to request additional information as follows:
- Type of offboarding: Termination / Resignation
- The reason for termination
- Whether the employee has been informed
- Any relevant or supporting documentation
- A desired offboarding date
- Confirmation of used leaves
- Desired severance and other entitlements
Clients must provide all details pertinent to the offboarding request. This includes any relevant documentation, such as evidence of alleged wrongdoing, performance management plans and reviews, attendance records, and any other necessary documentation to support the request.
In some countries, there is an additional step where the client will be asked to provide specific information relevant to the termination request. The questions in this step are tailored to each country and must be answered to submit the request.
Please note that due to local laws and requirements, it may be necessary to adjust the desired contract end date.
About The Offboarding Process
💡 We won’t communicate with the employee until the termination details are finalized.
Offboarding employees, whether due to resignation or termination, is a complex legal process. Requirements vary by jurisdiction, and Remofirst ensures compliance with local regulations for all offboarding requests.
We typically require at least one month's notice when initiating a termination to ensure a smooth and seamless process. However, in some cases, such as terminations during the probation period, Remofirst may process the request in less than 30 days.
Our local partners will thoroughly review all relevant facts and circumstances. In certain situations, Remofirst may advise the client to adjust the request to comply with local legal requirements and ensure a lawful termination.
Our local partners act by country-specific rules while handling contract termination and communication with the employee. Please refrain from notifying the employee of the intention to terminate their employment agreement.
An Offboarding Manager will guide the client through the termination process and serve as the primary point of contact.
Remofirst's local partners are responsible for terminating the EOR employee.
Different jurisdictions have varying rules regarding employee privacy and protection. Premature communication with the employee—including casual discussions about reasons or motives—could limit termination options or lead to challenges of unfair or unlawful termination in court.
Remofirst will collaborate with the client to develop the most effective strategy and provide guidance on communication requirements and restrictions.
Employees will receive their final pay, severance, and other entitlements as part of our standard payroll cycle and by all local laws. In many jurisdictions, this may be either the last day of the month in which the legal notice period or employment ends or the next scheduled payday.
In cases of mutually negotiating termination agreements, the terms of payment will form part of the agreement.