Termination & Dismissal Practices evaluates how a company manages the end of employment relationships - individual or collective - so that departures are fair, lawful and respectful of workers’ rights and dignity. It covers:

• policies & legal compliance – written procedures that align with national labour laws, collective-bargaining agreements and ILO Convention 158 (Termination of Employment), defining valid grounds (performance, misconduct, redundancy) and prohibited grounds (discrimination, union activity, whistle-blowing).
• due-process safeguards – transparent performance-management and disciplinary steps, progressive warnings, right to representation, documented investigations and an opportunity for the employee to be heard before a final decision.
• notice & consultation – advance notice periods, severance calculations, social-plan negotiations and consultation with worker representatives or unions in cases of restructuring or mass redundancies.
• severance & post-employment support – timely payment of wages, benefits and statutory or contractual severance; access to outplacement, retraining, mental-health support and references to aid re-employment.
• grievance & remedy – accessible appeals or arbitration channels, non-retaliation protections and mechanisms to address wrongful termination claims or calculation errors.
• monitoring & disclosure – KPIs on dismissal reasons, involuntary-turnover rates, severance costs and dispute outcomes, reported in line with frameworks such as GRI 401, OECD Guidelines for Multinational Enterprises, SA8000 and forthcoming EU ESRS S1 requirements.