Finding the right method to fire an employee can pose challenges for businesses. This is because the process can come with various risks. If employers fire an employee on a whim, it may lead to a lawsuit or a violent retaliation.
However, businesses do not always document every single one of their employee’s unsatisfactory performance or behavior, as these actions may cost the company time and money.
While there is no singular approach to firing an employee, recent reports suggest there may be some days that are better for termination than others.
Wednesdays are often ideal
Wednesday can be a more convenient day for both parties involved. Often, firing someone on a Wednesday can give the worker time to ask questions about their benefits, severance pay and manager references. It can also give employees the time they need to process the news and start searching for their next job.
Fridays and Mondays may not be the best
Contrary to what many human resources (HR) professionals have said, these are some reasons it may not be a good idea to fire employees on Fridays or Mondays:
- The employee may stew about their emotions over the weekend.
- It can give other workers anxiety, as they may not have heard why their colleague was let go.
- It gives workers less time to communicate with their managers about what’s next.
- If an employee gets fired on a Monday, they may wonder why they even came to work.
Tuesdays and Thursdays have also been flagged as bad times. This is because workers who were fired on a Tuesday may feel like they were used for an extra day of their labor.
Thursday, much like Friday, may not give an employee the time they need to address their future concerns.
Weekend gap and access to resources
When an employee is fired on a Friday afternoon, they are immediately cut off from professional resources for 48 hours. This means they will not be able to reach their HR department for important matters such as COBRA, 401K and unemployment resources.
Since law firms typically operate on weekdays, an employee who may need immediate guidance regarding their termination might also feel at a loss due to the businesses being closed on weekends.
‘At-will’ myth
Many Georgia business owners believe that being in an “at-will” state can make them immune to wrongful termination or retaliation lawsuits. While “at-will” employment permits termination without cause, federal and state employment laws still protect employees.
For example, an employer fired one of their at-will employees because of a disability. This is a federally protected characteristic, which makes it an illegal act to discriminate against any employee who is disabled.
The process is not always easy
Informing an employee that they no longer have a job can be a painful experience for everyone involved. Managers or business owners who have questions about how to legally fire an employee may want to consult with an attorney. With their guidance, they can address any issues they may have and help them understand their rights as business owners.