Enter the full legal or trading name of the business issuing the termination letter.

Enter the full name of the employee whose employment is being terminated.

Enter the employee's official job title at the time of termination.

Enter the full name of the manager, director, or HR representative authorized to issue this termination letter.

Enter the job title of the person issuing the letter.

The date this termination letter is being formally issued/delivered to the employee.

CRITICAL: Select the reason that accurately reflects the outcome of the *prior fair process* conducted according to the LRA. This letter **documents** the termination; it does not replace the need for prior warnings, hearings, consultations, etc. Choosing the wrong reason can lead to unfair dismissal claims. 'Dismissal for Misconduct' requires a prior fair disciplinary hearing. 'Poor Performance' requires prior counselling/warnings. 'Retrenchment' requires a fair consultation process. 'Expiry of Fixed-Term Contract' applies only if the contract genuinely ends.

The employee's official last day of employment with the company.

How is the contractual/statutory notice period being handled? 'Work notice' means they continue working until the termination date. 'Payment in lieu' means they leave earlier but are paid for the notice period. 'Waived' is typically only for summary dismissal (gross misconduct where no notice is legally required). 'N/A' for fixed-term expiry or mutual agreements where notice may not apply.

List the components of the employee's final payment. Always include: Final salary/wages up to the termination date, payment for any accrued unused annual leave. *Only include Severance Pay if legally required* (mainly for retrenchments - typically 1 week's pay per completed year of service) or if agreed in a mutual separation. Mention that standard deductions like PAYE and UIF will apply. Note any other agreed deductions or payments (e.g., pension fund info).

Clearly list all items of company property the employee must return (e.g., laptop, phone, tools, keys, documents, access cards). Specify the deadline (usually the last day) and who they should return it to.

Provide the name, position, or department (e.g., 'HR Manager', 'Payroll Department') the employee should contact if they have questions about their final salary, leave pay, or other benefits.