This Termination Due To Poor Performance document is essential for Nigerian employers who need to formally end an employment relationship due to documented performance issues. It should be used when an employee has failed to meet required performance standards despite previous improvement plans and warnings, and when termination is the final necessary step. The document must comply with Nigerian Labour Act requirements, including fair hearing principles and proper documentation of performance issues. It typically follows a performance improvement process and should only be implemented after sufficient warning and opportunity for the employee to improve has been provided. The document includes comprehensive details about the termination grounds, notice period or payment in lieu, final entitlements, and post-employment obligations, all structured within Nigerian legal requirements and precedents.
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1. Letter Header: Company letterhead, date, reference number, and employee's contact details
2. Subject Line: Clear indication that this is a termination notice
3. Performance History: Summary of documented poor performance instances and previous warnings
4. Improvement Measures: Documentation of performance improvement plans implemented and their outcomes
5. Termination Decision: Clear statement of termination decision with immediate effect or notice period
6. Legal Basis: Reference to relevant employment contract clauses and Nigerian labour laws
7. Final Entitlements: Details of final salary, benefits, and other entitlements due
8. Company Property: Instructions regarding return of company property
9. Confidentiality Obligations: Reminder of ongoing confidentiality obligations
10. Signature Block: Authorized signatory details and space for acknowledgment
1. Garden Leave: Include if employee is to be placed on garden leave during notice period
2. Reference Policy: Include if specifying the type of reference that will be provided
3. Non-Compete Reminder: Include if employment contract contains post-employment restrictions
4. Severance Package: Include if offering additional severance beyond statutory requirements
5. Appeal Process: Include if company policy allows for internal appeals of termination decisions
6. Handover Requirements: Include if specific handover of duties/projects is required
1. Performance Review History: Chronological list of performance reviews, warnings, and improvement plans
2. Final Payment Calculation: Detailed breakdown of final payment including salary, benefits, and deductions
3. Company Property Checklist: List of company assets to be returned
4. Exit Process Checklist: Step-by-step guide for completing the termination process
5. Relevant Employment Terms: Extract of relevant terms from employment contract relating to termination
Relevant legal definitions
Company
Employee
Employment Contract
Effective Date
Notice Period
Performance Standards
Performance Improvement Plan
Poor Performance
Written Warning
Final Warning
Termination Date
Cause
Confidential Information
Company Property
Final Settlement
Severance Pay
Benefits
Garden Leave
Misconduct
Gross Misconduct
Exit Process
Handover Period
Outstanding Obligations
Final Pay
Accrued Rights
Governing Law
Performance Review
Key Performance Indicators
Business Day
Working Hours
Employee
Employment Contract
Effective Date
Notice Period
Performance Standards
Performance Improvement Plan
Poor Performance
Written Warning
Final Warning
Termination Date
Cause
Confidential Information
Company Property
Final Settlement
Severance Pay
Benefits
Garden Leave
Misconduct
Gross Misconduct
Exit Process
Handover Period
Outstanding Obligations
Final Pay
Accrued Rights
Governing Law
Performance Review
Key Performance Indicators
Business Day
Working Hours
Clauses
Termination Notice
Performance History
Grounds for Termination
Notice Period
Final Payment
Benefits Cessation
Company Property Return
Confidentiality
Non-Disclosure
Non-Compete
Non-Solicitation
Intellectual Property Rights
Data Protection
References
Final Settlement
Handover Requirements
Post-Employment Obligations
Severance
Return of Documents
Governing Law
Acknowledgment
Appeal Rights
Full and Final Settlement
Exit Procedures
Outstanding Obligations
Continuing Obligations
Garden Leave
Release and Waiver
Performance History
Grounds for Termination
Notice Period
Final Payment
Benefits Cessation
Company Property Return
Confidentiality
Non-Disclosure
Non-Compete
Non-Solicitation
Intellectual Property Rights
Data Protection
References
Final Settlement
Handover Requirements
Post-Employment Obligations
Severance
Return of Documents
Governing Law
Acknowledgment
Appeal Rights
Full and Final Settlement
Exit Procedures
Outstanding Obligations
Continuing Obligations
Garden Leave
Release and Waiver
Relevant Industries
Banking and Finance
Manufacturing
Oil and Gas
Technology
Telecommunications
Professional Services
Retail
Healthcare
Education
Construction
Hospitality
Mining
Agriculture
Transportation
Public Sector
Relevant Teams
Human Resources
Legal
Compliance
Employee Relations
Management
Operations
Administration
Relevant Roles
Human Resources Manager
HR Director
Legal Counsel
Department Manager
Line Manager
Supervisor
HR Business Partner
Employee Relations Manager
Compliance Officer
HR Administrator
Chief Human Resources Officer
Personnel Manager
HR Operations Manager
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