You must have a valid reason to dismiss an employee – either the employee’s poor performance or conduct, or a significant change to your business requirements.
There are processes you must follow to dismiss an employee, to avoid any legal problems.
If the reason is poor performance or misconduct, you should have evidence that you have followed necessary processes, such as providing coaching to address poor performance.
The manner in which you dismiss an employee and communicate the decision within your business will have an impact on your business culture and your reputation as a ‘good employer’.
Read more about dismissing employees fairly
. The Fair Work Ombudsman also has information about ending employment
, and there is specific legislation for small businesses with fewer than 15 employees – the Small Business Fair Dismissal Code