The Termination Letter Due To Health Reasons is a critical document used when an employee's medical condition prevents them from fulfilling their role's inherent requirements, and reasonable accommodations have been exhausted or are not feasible. Operating within the Australian legal framework, particularly under the Fair Work Act 2009 and Disability Discrimination Act 1992, this document requires careful preparation to ensure compliance with employment law while maintaining sensitivity to the employee's situation. It should document prior consultations, reference medical evidence, detail final entitlements, and outline support measures. The letter serves both as formal notification and as evidence of proper process in case of future legal scrutiny.
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1. Date and Address Block: Current date and full contact details of both the employer and employee
2. Subject Line: Clear indication that this is a termination notice
3. Formal Greeting: Professional and personal greeting to the employee
4. Acknowledgment of Health Situation: Sympathetic reference to the employee's health condition without disclosing specific medical details
5. Termination Statement: Clear statement of employment termination and effective date
6. Medical Evidence Reference: Reference to medical certificates or assessments that support the termination decision
7. Notice Period: Details of notice period or payment in lieu of notice
8. Final Entitlements: Overview of final pay, including outstanding wages, leave entitlements, and other benefits
9. Closing Statement: Professional closing with expression of concern for employee's health and appreciation of their service
1. Return of Company Property: Include when employee has company equipment, keys, or documents to return
2. Continuing Medical Benefits: Include if company provides ongoing medical coverage post-termination
3. Outplacement Services: Include if company offers career transition support
4. Non-Disclosure Reminder: Include if employee had access to confidential information
5. Reference Offer: Include if company is willing to provide future employment references
6. Separation Agreement Reference: Include if there is a separate agreement to be signed
1. Final Entitlements Calculation: Detailed breakdown of all final payments including leave entitlements, notice period calculations, and any other benefits
2. Company Property Checklist: List of company items to be returned
3. Medical Certificate Summary: Summary of relevant medical certificates received (with appropriate privacy considerations)
4. Employee Assistance Program Details: Information about available support services post-termination
Relevant legal definitions
Notice Period
Final Pay
Accrued Leave
Long Service Leave
Superannuation
Company Property
Confidential Information
Medical Certificate
Reasonable Adjustments
Workers Compensation
Return to Work Plan
Termination Date
Outplacement Services
Employee Assistance Program
Medical Assessment
Inherent Requirements
Separation Payment
Garden Leave
Company Policies
Workplace Health and Safety
Final Pay
Accrued Leave
Long Service Leave
Superannuation
Company Property
Confidential Information
Medical Certificate
Reasonable Adjustments
Workers Compensation
Return to Work Plan
Termination Date
Outplacement Services
Employee Assistance Program
Medical Assessment
Inherent Requirements
Separation Payment
Garden Leave
Company Policies
Workplace Health and Safety
Clauses
Termination Notice
Medical Grounds
Notice Period
Final Entitlements
Leave Entitlements
Confidentiality
Return of Property
Post-Employment Obligations
Medical Support
Superannuation
Non-Disparagement
References
General Release
Continuing Obligations
Employee Assistance
Insurance Benefits
Company Property
Medical Grounds
Notice Period
Final Entitlements
Leave Entitlements
Confidentiality
Return of Property
Post-Employment Obligations
Medical Support
Superannuation
Non-Disparagement
References
General Release
Continuing Obligations
Employee Assistance
Insurance Benefits
Company Property
Relevant Industries
Healthcare
Manufacturing
Construction
Mining
Retail
Professional Services
Education
Hospitality
Technology
Transportation
Financial Services
Public Sector
Relevant Teams
Human Resources
People & Culture
Legal
Compliance
Senior Management
Operations
Industrial Relations
Relevant Roles
Human Resources Manager
HR Director
People & Culture Manager
Employment Relations Manager
HR Business Partner
Chief Human Resources Officer
Operations Manager
General Manager
Department Manager
Legal Counsel
Compliance Officer
Managing Director
Chief Executive Officer
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