Losing a job is widely considered one of life’s most stressful experiences, ranking alongside the death of a spouse or divorce. According to the book Well Being, the long-term psychological toll of unemployment can be more severe than bereavement, as people often do not fully recover from job loss even after five years. Therefore, how employers manage terminations—not just for the employee being let go, but for their families, the morale of remaining staff, and the company’s long-term reputation.

The process of firing an employee must begin with deliberate planning. Choosing the right time and day is critical. While experts may disagree on the exact timing, there is a consensus that it should be guided by clear business reasoning. Conducting the termination early in the week and early in the day is often advised, as it allows the person to begin job searching immediately and avoids a potentially harmful, emotionally charged weekend.

Managers should not go into a termination alone. Legal and human resources departments are partners in the process. Consulting them ensures the decision is compliant with company policy and law and prevents oversight or unintended consequences. If HR or legal counsel finds the reasoning behind a firing inadequate, it is a signal that the manager should reevaluate their decision.

One of the most common mistakes in terminations is a lack of clarity and purpose. This is not a coaching session—it is the announcement of a final decision. Managers should avoid small talk and be direct from the outset.

The reason for the termination should be shared succinctly, using past tense language—e.g., “Your employment has been terminated”—to emphasize the finality of the decision. Clarity prevents confusion and minimizes the likelihood of drawn-out confrontations.

Even with the best intentions, managers often say things that do more harm than good. Statements like “I understand how you feel” or “This might be the best thing for you in the long run” are both dismissive and presumptive. Avoid blaming or justifying with comments like “You should have known.” Instead, the manager should maintain a calm and empathetic presence, have tissues available, and let the employee process the news in their own way.

After delivering the news, managers should be prepared to listen. Employees react in many ways—shock, denial, anger, or grief—and being able to identify these emotions helps in responding appropriately. Listening shows respect and allows the employee to feel heard during a very vulnerable moment.

Clarity in logistics is crucial. Employees need to know what comes next regarding their final paycheck, health benefits, unused vacation, references, and how their departure will be communicated to the team. Managers should avoid vague promises or delays in providing this information. Having these details ready reinforces professionalism and reduces uncertainty.

One effective way to ease the impact of a termination is to connect the employees with outplacement services. These services are staffed by professionals trained to manage the emotional difficulty of job loss. They help the departing employees process the change, communicate it to their family, and begin looking toward future employment. This external support often brings a sense of direction and can significantly lessen the emotional burden of termination.

A termination should close on as gracious a note as possible. Managers should thank the employees for their contributions, accompany them to their desk to collect belongings, and walk with them to the exit. A handshake and well wishes offer closure and ensure that both parties leave the situation with their dignity intact.

While there is no perfect way to terminate someone, the process can be managed with integrity, empathy, and professionalism. The goal is not to make the employee happy about the decision, but to treat them with fairness and respect. A well-handled termination not only protects the employee’s sense of self-worth but also reinforces a company’s commitment to humane management practices—benefiting the broader workplace culture.