You might have to make difficult decisions regarding your team members at some point or another. Whether you're dealing with poor performance, redundancies, or more complex situations, we know that terminating an employee is never easy. That's why we make the termination process as clear and smooth as possible, for both you and your affected team member.
Before you begin:
This guide is for EOR employment only.
✅ Dos | ❌ Don'ts |
Do inform Omnipresent as soon as you decide to terminate an employee or they inform you they wish to resign. | Do not speak to the employee about the termination before consulting Omnipresent. Omnipresent (or a partner entity) is the legal employer of your team member, so any action must be communicated by us. We must first determine if a termination is legal and follow local guidance. Even if you request a termination, it may not be possible in all cases. |
Do expect Omnipresent to own the formalities of the process and ensure offboarding is completed compliantly. | Do not have a meeting with the employee about a termination before consulting Omnipresent. |
Do keep a record/documentation of the decision and evidence. This is key if the decision to terminate has to be defended in court. | Do not email, text or message the employee suggesting a termination. |
Do make a list of all company belongings that should be returned (e.g. laptop, printer, etc.) | Do not assume employment rules you are familiar with apply everywhere. |
Do inform Omnipresent if you suspect that an involuntary termination may trigger a lawsuit. |
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Do expect that a terminated employee will ask to review the grounds of the termination package offered, with their legal council. |
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Do request an offboarding at least 30 days in advance. Our terms require that all terminations must be carried out in accordance with the law. Rushed terminations put a high degree of risk on both you and Omnipresent. We always strive to work faster where possible, however, compliant terminations are complicated and cannot be rushed. |
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The only exception to the above is when an employee is employed via VE (Virtual Employer) or PEO. In this case, you are the legal employer and must handle terminations internally. If you're not sure whether one of your employees is employed via VE/PEO, reach out to help@omnipresent.com. For terminations with PEO/VE models, please see this article.
Requesting a termination through the OmniPlatform
Go to app.omnipresent.com and log in to your Manager or Super Admin account.
Click on the 'Team' > 'People' tab and scroll down to the employee's profile but do not click on it.
Find the three dots next to the employee's profile on the OmniPlatform and click '-Request termination-'. The employee must be an active employee for this option to appear.
Accept the pop-up reminding not to communicate the termination with the employee.
Complete the form and carefully read the '-Dos and Don'ts-' section.
Once each field has been completed, submit the request. The employee will not be notified at this point.
You will now have a '-Termination requests-' tab on your '-Employees-' dashboard where you can keep note of your requests.
What if the impacted employee is also a manager or super admin on the platform?
To hide the termination request from a specific manager on the platform:
Answer ‘-Yes-’ for the question ‘-Does the employee have manager permissions or super admin access on the OmniPlatform?-’
Under ‘-If yes, which manager login belongs to the employee?-’, select the employee’s manager login email address from the dropdown.
What happens next?
One of our offboarding team members will be in touch to manage the process carefully. Official notification will be given to the employee once due diligence has been completed. If you need any further assistance, reach out to help@omnipresent.com and we'll be happy to help.