Few workplace conversations are as delicate as dismissal. Yet, when handled with care, transparency, and respect, letting someone go can preserve team morale, trust, and organisational integrity. Done poorly, it damages your reputation, invites lawsuits, and leaves deep scars among remaining staff.
As one HR proverb puts it:
“We have equated an end with the idea of ‘termination’ when in fact an end is the beginning of ‘germination.’”.
Globally and locally, employment law confirms that there is no such thing as “just firing” – every dismissal must meet standards of fairness and notice. In Nigeria, the Labour Act and National Industrial Court (NIC) have dealt decisively with wrongful and summary dismissals. Therefore, as you consider dismissal, remember: how you end things may be as important as how you start them.
1. Understanding Dismissal Types
• Summary Dismissal
This is immediate, due to gross misconduct – think theft, fraud, serious insubordination. In Nigeria, summary dismissal is legal only with strong cause and proper due process.
• Fair Dismissal (With Cause)
For issues like, persistent under-performance or repeated misconduct. Employers must follow established procedures – warnings, hearings, documentation – before proceeding.
• Constructive and Wrongful Dismissal
Where terms of employment are breached by the employer, an employee may treat themselves as dismissed and pursue legal action – known as wrongful dismissal
Dismissals must align with:
- Labour Act & Employment Contracts – outlining notice, termination rights, severance
- NIC Jurisdiction, which covers unfair dismissal and wrongful termination complaints
- Due Process – see Olaniyan v. University of Lagos: hearing, opportunity to respond, evidence.
Failure to meet these standards may result in liability, compensation, or even reinstatement.
3. Human Impact and Organisational Risk
- Emotional Toll – Being dismissed is traumatic. Even in necessary cases, a lack of thoughtfulness can crush dignity and harm mental health.
- Team Morale Collapse – Mishandled dismissals unsettle teams. They fear the next shoe will drop, trust erodes, productivity dips.
- Reputation Damage – Word spreads fast. Employers with poor dismissal records lose credibility and struggle to retain or attract talent.
- The Legal Reaper – NIC cases take time, money, and can result in reinstatement, damages, and legal fees. Competent handling is better than costly litigation.
4. Best Practices: Managing Dismissal with Integrity
- Clear Policies & Expectations
From onboarding onwards, employees should understand disciplinary and dismissal policies – written in contracts and handbooks.
- Progressive Discipline
A graduated approach with verbal warnings, written warnings, performance improvement plans, and fair hearings reduces risk and clearly signals serious intent.
- Formal Documentation
Maintain dated logs: performance reviews, infractions, disciplinary steps. These records prove fairness and necessity.
- Fair Hearing
If there is serious misconduct, hold an impartial investigation. Invite the employee to respond before making a decision.
- Thoughtful Termination Meeting
During the meeting:
- Stick to facts – job-specific and performance-based
- Be compassionate but concise
- Offer termination letter (on reasons and payments due)
- Settlement Agreements
When terminating, especially in disputes, consider a written agreement covering notice pay, severance, and confidentiality, signed by both parties.
- Reference Handling
Keep the employee’s future employability in mind – confirming dates and duties suffices. Avoid sharing unnecessary negatives.
- Internal and External Communication
Share minimal necessary info with teams (e.g., role changes, not personal reasons). To external stakeholders: “The person is no longer with the company; here’s how we’ll maintain continuity.”
- Support and Transition
Allow time to hand over tasks, exit interviews to improve policies, and provide outplacement or coaching where possible – it shows care and builds goodwill.
5. Nigerian Company Lessons
A senior developer was dismissed abruptly for consistent code failures. Without warnings or records, the developer sued and won ₦2.9 million in damages. The firm reversed course – now they issue written warnings, hold improvement meetings, and run hearings before termination.
FMCG Distributor in Kano
Another company disciplined a staffer for theft. They conducted a discreet investigation, held a private hearing, provided a clear termination letter, and documented the process. The employee accepted dismissal, and the culture around accountability strengthened.
As Henrietta Newton Martin noted:
“The services of any employee may be terminated, but based on an ‘established reasonable ground’ and not just any nebulous raison d’être.”
This reminds us: fairness matters. Dismissal isn’t punishment but a last resort for protecting organisational health.
Conclusion
Employee dismissal is a pivotal moment. It can fracture team trust or reinforce fairness, respect, and accountability values.
Key Takeaways:
- Know local laws, your contracts, and legal thresholds
- Execute process fairly, transparently, with empathy, and with documentation
- Provide dignity in departure – exit gracefully
- Learn from each case to strengthen policies and practices
When handled with care, dismissal can be a powerful re-affirmation of culture and a springboard to better team alignment. As a leader, your integrity at departure shapes everyone’s future – including your own.
Right dismissal doesn’t leave anyone behind; it sets them free.
Contributed by Agolo Eugene Uzorka, a Human Resource Consultant and Content Writer.
