This Termination Letter To Employee For Poor Performance is a critical document used when ending employment relationships in Switzerland due to documented performance issues. It must comply with Swiss employment law, particularly the Swiss Code of Obligations, which requires clear communication of termination reasons and appropriate notice periods. The letter should reference previous performance discussions, warnings, and improvement plans to establish a clear basis for termination. It includes essential information about notice periods, final payments, and handover requirements. This document is typically used after performance improvement attempts have been unsuccessful and when the employer has maintained proper documentation of performance issues. The letter must be carefully drafted to avoid potential claims of wrongful termination under Swiss law.
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1. Letter Header: Company letterhead, date, and employee's full contact details
2. Subject Line: Clear indication that this is a termination notice (e.g., 'Notice of Termination of Employment')
3. Formal Opening: Professional greeting and reference to current position and employment start date
4. Termination Statement: Clear statement of employment termination, including the effective date and notice period as per Swiss law
5. Performance Issues: Factual summary of performance issues, referring to previous warnings and improvement discussions
6. Legal Notice Period: Confirmation of the notice period as per employment contract and Swiss law
7. Final Working Arrangements: Details about the employee's duties during the notice period
8. Company Property: Instructions regarding the return of company property
9. Final Payment: Information about final salary, unused vacation days, and other entitlements
10. Closing: Professional closing with signature block for authorized representative
1. Garden Leave: Include when the employee will be placed on garden leave during the notice period
2. Reference Letter: Information about the provision of a reference letter (Arbeitszeugnis) as required by Swiss law
3. Non-Compete Reminder: Include if there are post-employment restrictions in the employment contract
4. Outplacement Support: Include if the company is offering outplacement services
5. Settlement Offer: Include if offering additional compensation or benefits beyond contractual obligations
6. Confidentiality Reminder: Include if there are specific confidentiality obligations to reinforce
1. Performance Review Documentation: Copies of relevant performance reviews and warnings
2. Meeting Minutes: Records of performance improvement discussions and warnings
3. Handover Checklist: List of tasks, projects, and responsibilities to be handed over
4. Benefits Summary: Detailed breakdown of final payments and benefits
5. Company Property List: Itemized list of company property to be returned
Relevant legal definitions
Notice Period
Effective Date of Termination
Final Working Day
Garden Leave
Company Property
Confidential Information
Final Payment
Outstanding Vacation Days
Performance Improvement Plan
Reference Letter (Arbeitszeugnis)
Bonus Period
Handover Period
Exit Interview
Company Policies
Professional Secrecy Obligations
Effective Date of Termination
Final Working Day
Garden Leave
Company Property
Confidential Information
Final Payment
Outstanding Vacation Days
Performance Improvement Plan
Reference Letter (Arbeitszeugnis)
Bonus Period
Handover Period
Exit Interview
Company Policies
Professional Secrecy Obligations
Clauses
Termination Notice
Performance Review
Notice Period
Final Payment
Garden Leave
Company Property Return
Confidentiality
Non-Competition
Non-Solicitation
Final Settlement
Reference Letter
Handover Requirements
Outstanding Leave
Benefits Termination
Professional Conduct
Legal Rights
Data Protection
Post-Employment Obligations
Acknowledgment and Acceptance
Performance Review
Notice Period
Final Payment
Garden Leave
Company Property Return
Confidentiality
Non-Competition
Non-Solicitation
Final Settlement
Reference Letter
Handover Requirements
Outstanding Leave
Benefits Termination
Professional Conduct
Legal Rights
Data Protection
Post-Employment Obligations
Acknowledgment and Acceptance
Relevant Industries
Banking and Financial Services
Insurance
Manufacturing
Technology
Pharmaceuticals
Retail
Healthcare
Professional Services
Education
Hospitality
Construction
Telecommunications
Transportation and Logistics
Consumer Goods
Energy and Utilities
Relevant Teams
Human Resources
Legal
Senior Management
Operations
Administration
Compliance
Employee Relations
Relevant Roles
CEO
Managing Director
HR Director
HR Manager
Department Head
Line Manager
Team Leader
Operations Manager
General Manager
Regional Manager
Country Manager
Legal Counsel
HR Business Partner
Personnel Administrator
Employee Relations Manager
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