{"id":7131,"date":"2025-10-01T01:10:55","date_gmt":"2025-10-01T05:10:55","guid":{"rendered":"https:\/\/employmenthero.com\/en-ca\/?post_type=resources&#038;p=7131"},"modified":"2026-08-04T20:48:05","modified_gmt":"2026-08-05T00:48:05","slug":"termination-of-employment-letter","status":"publish","type":"resources","link":"https:\/\/employmenthero.com\/en-ca\/resources\/termination-of-employment-letter\/","title":{"rendered":"Termination of employment letter template for employers"},"content":{"rendered":"\n<div class=\"wp-block-group alignfull resource-sticky-downloadable-template has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group alignfull blog-template-header has-light-violet-50-background-color has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group alignfull has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\"><div 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letter template for employers<\/h2>\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-5 wp-block-group-is-layout-flex\">\n<p class=\"has-sm-font-size\">Published<\/p>\n\n\n<div class=\"wp-block-post-date has-sm-font-size\"><time datetime=\"2025-10-01T01:10:55-04:00\">1 Oct 2025<\/time><\/div><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-columns content-flex is-layout-flex wp-container-core-columns-is-layout-1 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:55%\">\n<div class=\"wp-block-group sticky-downloadable-title has-light-violet-50-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-10 wp-block-group-is-layout-constrained\" style=\"padding-bottom:var(--wp--preset--spacing--24)\"><h1 class=\"blog-template-title wp-block-post-title\">Termination of employment letter template for employers<\/h1>\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-9 wp-block-group-is-layout-flex\">\n<p class=\"has-sm-font-size\">Published<\/p>\n\n\n<div class=\"wp-block-post-date has-sm-font-size\"><time datetime=\"2025-10-01T01:10:55-04:00\">1 Oct 2025<\/time><\/div><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--10)\">\n<div class=\"content-single-table-content\"><\/div>\n<\/div>\n\n\n\n<div id=\"content-wrapper\" class=\"wp-block-group content-wrapper has-global-padding is-layout-constrained wp-container-core-group-is-layout-12 wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10)\">\n<p class=\"has-paragraph-2-m-font-size\">Terminating an employee is never easy, but ensuring you handle the process with clarity and legal compliance is crucial for protecting your business. A termination letter serves as the official, formal record of the employment separation. It functions as a court-admissible defensive document against unfair dismissal claims. Framing the termination letter and process as a critical tool for employer brand protection ensures former employees maintain a positive or neutral view of the company. A termination letter should simply be the culmination of a continuous documentation process rather than an isolated administrative task.<br><\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">This guide provides a comprehensive overview of what a legally sound termination letter for employers must include in Canada. Most importantly, we offer a free, downloadable termination of employment letter template for Canadian employers, designed to help you communicate essential information clearly, professionally and in line with relevant provincial employment standards.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><img loading=\"lazy\" decoding=\"async\" width=\"626\" height=\"760\" src=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/CA_Termination-Template-1.webp\" alt=\"CA Termination Template by 91±¬ΑΟ\" class=\"wp-image-7134\" srcset=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/CA_Termination-Template-1.webp 626w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/CA_Termination-Template-1-247x300.webp 247w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/CA_Termination-Template-1-321x390.webp 321w\" sizes=\"auto, (max-width: 626px) 100vw, 626px\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Understanding the importance of a clear and compliant termination letter<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">A well-crafted termination letter is more than just a formality; it\u2019s an essential document that mitigates risk and ensures a professional separation.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Clarity and professionalism<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">A clear, concise letter removes ambiguity about the employee\u2019s final day, compensation and post-employment obligations. It documents the terms of the separation, ensuring both parties have a shared understanding. Using a professional template demonstrates good faith and respect for the separating employee, which can help maintain your company&#8217;s reputation and reduce the likelihood of disputes.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Legal compliance and risk reduction<\/strong><\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><a href=\"https:\/\/laws-lois.justice.gc.ca\/eng\/ACTS\/L-2\/index.html\" target=\"_blank\" rel=\"noreferrer noopener\">Labour laws<\/a>, which often vary by province in Canada, dictate specific requirements for notice periods, severance and the handling of benefits. A compliant termination letter serves as evidence that your organization has met its statutory obligations. Failing to include required elements or sending a poorly worded letter, can expose your business to potential wrongful dismissal claims or costly legal actions. Our template is drafted to help you include all necessary information to meet Canadian standards.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Pre-termination documentation checklist<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Before drafting the letter, employers must gather specific evidence to ensure a legally defensible termination. You should compile performance reviews, timesheets and written warnings. Using performance management software helps maintain the ongoing documentation and timeline of warnings needed for a for-cause termination letter.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What should employers include in a termination letter?<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Every official termination letter must contain specific elements to be legally sound and professional. Follow this step-by-step process for drafting the letter to ensure you include all key components:<br><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">1. Date of termination and effective date<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Clearly state the date the letter is being issued and, most importantly, the <strong>effective date<\/strong> of the employment termination. This date is critical for calculating notice periods, final pay and the end of benefits.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">2. Official statement of termination<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Begin the body of the letter with a clear and unambiguous statement confirming the termination of employment. Keep the tone professional and direct.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">3. Notice or pay in lieu of notice<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Specify the employee&#8217;s entitlement to notice of termination, severance pay (if applicable) or pay in lieu of notice, as required by your provincial employment standards legislation. Clearly state the number of weeks being provided and the date the payment will be made.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">4. Final pay and accrued entitlements<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Detail the components of the employee\u2019s final paycheck, which typically include wages earned up to the effective termination date, any outstanding vacation pay and other accrued statutory entitlements.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">5. Employee benefits continuation or cessation<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Clearly outline the status of the employee\u2019s group insurance benefits (health, dental, life insurance, etc.). Specify the <strong>exact date<\/strong> when company contributions to these benefits will cease, adhering to provincial requirements. Include information on any convertible benefits, such as life insurance and the deadline for the employee to convert to an individual policy.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">6. Record of Employment (ROE)<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Inform the employee about their <strong>Record of Employment (ROE)<\/strong>, which they will need to apply for Employment Insurance (EI). State whether the ROE will be issued in paper form or electronically and the timeframe for its submission (generally five days after the termination or the last day of the pay period).<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">7. Return of company property<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">List all company property that the employee is required to return immediately. Use a specific checklist format within the letter for the return of company property. This reduces ambiguity and increases the likelihood of successfully recovering company assets. This checklist may include laptops, cellphones, keys, security passcards, company automobiles and any proprietary documents or data. Provide clear instructions for the return process.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">8. Confidentiality and other post-employment obligations<\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">If the employee is bound by confidentiality agreements, non-solicitation or non-competition clauses, briefly remind them of their ongoing obligations as per their original employment contract.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Download our free Termination Letter template<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Save time and reduce the stress of drafting this sensitive document from scratch. Our termination of employment letter template is a clean, professionally formatted and customizable document designed for Canadian employers.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>What the template includes:<\/strong><\/h3>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li><strong>Ready-to-use<\/strong> sections for all the mandatory elements listed above.<\/li>\n\n\n\n<li><strong>Customizable placeholders<\/strong> in brackets [] that guide you on where to insert specific employee, company and compensation details.<\/li>\n\n\n\n<li><strong>Specific instructions<\/strong> for different provincial requirements (e.g., a note for Ontario employers regarding the continuation of benefits during the statutory notice period).<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Using this template ensures you don&#8217;t miss any critical information, helping you maintain legal compliance and a professional separation process.h respect.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\" style=\"margin-top:var(--wp--preset--spacing--16);margin-bottom:var(--wp--preset--spacing--16)\"><img loading=\"lazy\" decoding=\"async\" width=\"790\" height=\"813\" src=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/image-1.png\" alt=\"Termination Letter template preview\" class=\"wp-image-7136\" style=\"box-shadow:var(--wp--preset--shadow--natural)\" srcset=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/image-1.png 790w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/image-1-292x300.png 292w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/image-1-768x790.png 768w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/10\/image-1-379x390.png 379w\" sizes=\"auto, (max-width: 790px) 100vw, 790px\" \/><\/figure>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-1 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"#form\">Download the Template<\/a><\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Termination letter examples<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">While our template provides a solid foundation, the exact wording and details will change depending on the circumstances of the termination.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Sample: Termination without cause (layoff\/restructuring)<\/strong><\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">This example is for a situation where the termination is due to business reasons (like restructuring) and not the employee&#8217;s poor performance or misconduct.<\/p>\n\n\n\n<figure class=\"wp-block-table custom-table has-paragraph-2-m-font-size\"><table class=\"has-fixed-layout\"><thead><tr><th><strong>Element<\/strong><\/th><th><strong>Content<\/strong><\/th><\/tr><\/thead><tbody><tr><td>Official statement<\/td><td>This letter is to confirm our conversation today, [Date], that your employment with [Company Name] will be terminated effective immediately, due to a company-wide restructuring of the [Department Name] department.<\/td><\/tr><tr><td>Notice in lieu<\/td><td>You will be paid four weeks&#8217; pay in lieu of notice on [Date], which is in accordance with your entitlement under the applicable provincial employment standards legislation.<\/td><\/tr><tr><td>Benefits<\/td><td>Your Company group insurance benefits will cease as of [Date at end of statutory notice period]. Life insurance coverage may be converted to an individual plan within 31 days.<\/td><\/tr><tr><td>ROE\/Return of property<\/td><td>Your Record of Employment will be sent directly to Service Canada within five days. Please return your Company-supplied laptop and keycard to your direct manager by the end of today.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Sample: Termination with cause (serious misconduct)<\/strong><\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Termination for cause is complex and requires solid documentation of serious misconduct or a pattern of policy violations. The burden of proof for just cause dismissals rests heavily on the employer in the event of a complaint. For-cause termination letters should attach or reference specific dates of previous written warnings or performance improvement plans.<br><\/p>\n\n\n\n<figure class=\"wp-block-table custom-table has-paragraph-2-m-font-size\"><table class=\"has-fixed-layout\"><thead><tr><th><strong>Element<\/strong><\/th><th><strong>Content<\/strong><\/th><\/tr><\/thead><tbody><tr><td>Official Statement<\/td><td>This letter is to confirm that your employment with [Company Name] is terminated for cause, effective immediately, due to a violation of the Company\u2019s Code of Conduct and Data Security Policy on [Date].<\/td><\/tr><tr><td>Notice in Lieu<\/td><td>Due to this serious breach of conduct, you are not entitled to statutory notice or pay in lieu of notice.<\/td><\/tr><tr><td>Benefits<\/td><td>Your Company group insurance benefits will cease as of the end of the day today, [Date].<\/td><\/tr><tr><td>ROE\/Return of Property<\/td><td>Your Record of Employment will be issued within five days. Please leave all Company property, including your security passcard and work cell phone, with [HR Representative Name] before leaving the premises.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Key employer obligations during termination of employment<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Employers have specific legal duties when terminating an employee. These obligations are primarily governed by provincial employment standards legislation. Canadian law prohibits termination in specific situations, such as when an employee begins maternity leave or faces wage garnishment. Employers must also follow specific rules for group terminations and mass layoffs. When terminating large groups of employees, such as 50 or more staff, you must meet specific Canadian provincial requirements like notifying the Minister.<br><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Statutory notice or pay in lieu<\/strong><\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Employers must provide the <a href=\"https:\/\/www.canada.ca\/en\/services\/jobs\/workplace\/federal-labour-standards\/termination.html\" target=\"_blank\" rel=\"noreferrer noopener\">minimum statutory notice period or pay in lieu of notice<\/a>, based on the employee&#8217;s length of service. The notice period varies significantly by province.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Severance pay<\/strong><\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">In some jurisdictions (like Ontario under specific conditions), an employee may also be <a href=\"https:\/\/www.ontario.ca\/document\/your-guide-employment-standards-act-0\/severance-pay\" target=\"_blank\" rel=\"noreferrer noopener\">entitled to <strong>severance pay<\/strong><\/a> in addition to the minimum notice period. This is generally triggered when an employer has a large payroll and terminates a long-term employee. Severance packages offered without cause often require the employee to sign a release of claims agreement. You should use release of claims agreement forms to legally protect your business when offering discretionary severance above statutory minimums.<br><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Final wages and vacation pay<\/strong><\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">All wages, commissions and accrued but unused vacation pay must be paid out on or before a specified due date, which also varies by province. Employers cannot force employees to use vacation pay and banked overtime during the notice period unless previously agreed upon in writing. You must follow specific calculation rules for variable wage earners. Calculate final termination pay using an averaging rule, such as over the last 13 weeks, for employees with fluctuating hours.<br><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Issuing the Record of Employment (ROE)<\/strong><\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">The ROE must be issued to the employee (or Service Canada) within a strict time limit (usually five days) so the individual can apply for <a href=\"https:\/\/www.canada.ca\/en\/employment-social-development\/programs\/ei\/ei-list\/ei-roe.html\" target=\"_blank\" rel=\"noreferrer noopener\">Employment Insurance benefits<\/a>.<\/p>\n\n\n\n<figure class=\"wp-block-table custom-table has-paragraph-2-m-font-size\"><table class=\"has-fixed-layout\"><thead><tr><th><strong>Province<\/strong><\/th><th><strong>Minimum statutory notice period (weeks)<\/strong><\/th><\/tr><\/thead><tbody><tr><td>Ontario<\/td><td>1 week (1 yr service) to 8 weeks (8+ yrs service)<\/td><\/tr><tr><td>Alberta<\/td><td>1 week (3 mos service) to 8 weeks (10+ yrs service)<\/td><\/tr><tr><td>British Columbia<\/td><td>1 week (3 mos service) to 8 weeks (8+ yrs service)<\/td><\/tr><tr><td>Quebec<\/td><td>1 week (3 mos service) to 8 weeks (10+ yrs service)<\/td><\/tr><tr><td>Federal<\/td><td>2 weeks (3 mos service) to 8 weeks (8+ yrs service)<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Best practices for writing a termination letter<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">A successful termination process depends on both the content of the letter and the way it is delivered. Following these best practices will help you minimize legal risk and maintain professionalism.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>General best practices<\/strong><\/h3>\n\n\n\n<ol class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li><strong>Be direct and factual:<\/strong> State the facts of the termination clearly and avoid emotional or apologetic language.<\/li>\n\n\n\n<li><strong>Keep it concise:<\/strong> The letter should be easy to understand. Do not include excessive detail about business decisions or the employee\u2019s performance history (unless terminating for cause).<\/li>\n\n\n\n<li><strong>Cross-reference the employment contract:<\/strong> Ensure the pay in lieu and benefit details align with the employee&#8217;s original employment contract, as contract terms can supersede statutory minimums.<\/li>\n\n\n\n<li><strong>Proofread carefully:<\/strong> Errors in payment dates, benefit end dates or notice periods can lead to disputes.<\/li>\n\n\n\n<li><strong>Deliver in person:<\/strong> Always deliver the letter in a private meeting, ideally with an HR representative present. Ensure the employee acknowledges receipt. Keep face-to-face termination meetings brief, specifically under 10 minutes. Ensure the employee acknowledges receipt.<\/li>\n\n\n\n<li><strong>Watch your language<\/strong>: Employers should strictly avoid using the word &#8216;fired&#8217; or any emotional language in termination communications.<\/li>\n<\/ol>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Best practices for termination without cause<\/strong><\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">When terminating for restructuring, <a href=\"https:\/\/employmenthero.com\/en-ca\/resources\/redundancy-notice-letter-template\/\">redundancy<\/a>, layoff or a position elimination:<\/p>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li><strong>Focus on the position, not the person:<\/strong> The letter should state the reason that relates to the needs of the business, not the employee&#8217;s performance. You can explicitly cite unforeseen market conditions as a valid, objective reason for terminating business contracts or conducting layoffs.<\/li>\n\n\n\n<li><strong>Maintain professional warmth:<\/strong> Use a closing line wishing the employee success in their future endeavours.<\/li>\n<\/ul>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><strong>Example closing line (without cause):<\/strong><\/p>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\"><em>&#8220;We regret this necessary business decision and wish you the best in your future endeavours. Please know this termination is not a reflection of your commitment or contributions to the company.&#8221;<\/em><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Best practices for termination with cause<\/strong><\/h3>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">Termination for cause requires strong, documented evidence of serious misconduct.<\/p>\n\n\n\n<ul class=\"wp-block-list has-paragraph-2-m-font-size\">\n<li><strong>State the specific cause:<\/strong> Clearly reference the policy that was violated and the date(s) of the misconduct. Do not use vague terms.<\/li>\n\n\n\n<li><strong>Avoid over-explaining:<\/strong> Simply state the cause and the resulting action. The goal is to document the decision, not to argue or justify it in the letter.<\/li>\n\n\n\n<li><strong>Expert commentary:<\/strong> <em>\u201cTerminating for cause is the highest threshold an employer faces. If you do not have irrefutable documentation of willful misconduct that fundamentally breaches the employment relationship, you expose your company to significant risk. When in doubt, terminate without cause and pay the minimum statutory entitlements.\u201d<\/em><\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Managing a smooth and compliant separation<\/h2>\n\n\n\n<p class=\"has-paragraph-2-m-font-size\">A termination of employment letter is a critical document for every employer. It protects your business by clearly setting out the terms of separation, ensuring you meet your legal obligations regarding notice, benefits and final pay. By utilizing a clear template and following best practices, you can navigate the termination process professionally and reduce your exposure to costly legal disputes.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-2 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"#form\">Download the template<\/a><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-faq eh-faq eh-faq__bg-light\"><div class=\"eh-faq__container\"><div class=\"eh-faq__header\"><h2 class=\"eh-faq__title\">Frequently asked questions<\/h2><p class=\"eh-faq__subtitle\"><\/p><\/div><div class=\"eh-faq__content\">\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1785759313514\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1785759313514\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What documentation should be gathered before writing a termination letter?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Employers must gather performance reviews, timesheets and written warnings before drafting the letter. This evidence ensures the termination is legally defensible.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1785759326945\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1785759326945\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What constitutes constructive dismissal?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Constructive dismissal occurs when an employer makes unilateral changes to work conditions without consent. Changing hours, location or pay can trigger a forced resignation and termination pay liabilities.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1785759338837\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1785759338837\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">How is termination pay calculated for employees with variable wages?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Employers calculate final termination pay for employees with fluctuating hours using an averaging rule. This typically involves averaging the wages earned over the last 13 weeks.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1785759353175\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1785759353175\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What is the difference between a temporary layoff and a termination?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>A temporary layoff pauses work for a specific period, while a termination permanently ends employment. Canadian laws set legal maximum durations for temporary layoffs before they automatically convert into permanent terminations.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1785759362078\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1785759362078\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">Can an employer terminate an employee who is on protected leave?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Canadian law prohibits termination in specific situations, including when an employee is on protected leave. You cannot terminate an employee because they begin maternity leave or face wage garnishment.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1758856123319\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1758856123319\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What is the difference between termination with cause and without cause?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p class=\"has-paragraph-2-m-font-size\">Termination without cause occurs when an employee is let go for a reason unrelated to their performance or conduct (e.g., a layoff, restructuring). The employer must provide notice or pay in lieu of notice. Termination with cause occurs when an employee is dismissed for serious misconduct (e.g., theft, insubordination, serious harassment). If established, the employer is generally not obligated to provide notice or pay in lieu of notice.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1758856166379\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1758856166379\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">Is a termination letter required in Ontario?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p class=\"has-paragraph-2-m-font-size\">While not all Canadian provinces explicitly mandate a written letter, in Ontario, if an employer is terminating an employee, written notice is required to be provided to the employee in most cases. In practice, a formal termination letter is an essential business practice everywhere to document the separation terms and meet statutory obligations.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1758856236932\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1758856236932\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What happens if an employee does not get a termination letter?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p class=\"has-paragraph-2-m-font-size\">If an employee is simply told they are terminated but does not receive a formal termination letter, it creates ambiguity around crucial dates (like the end of benefits) and entitlements. This lack of documentation makes the employer vulnerable to a claim of wrongful dismissal, as they cannot easily prove they met their statutory obligations regarding notice and pay.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1759205785382\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1759205785382\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">How long does an employer have to send out a termination letter?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>The termination letter should be presented to the employee at the time of the termination meeting. It officially notifies the employee and sets the effective date for the end of employment.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1759294970578\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1759294970578\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">Can an employer terminate an employee immediately?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Yes, an employer can terminate an employee immediately (without having the employee work the notice period) by paying them pay in lieu of notice. An employer can also terminate immediately without paying notice if the termination is with cause (for serious misconduct), but this is a very high legal standard to meet.<\/p>\n<\/div><\/div><\/div>\n\n\n\n<div class=\"wp-block-employmentherocom2025-simple-accordion eh-simple-accordion\"><input type=\"checkbox\" id=\"accordion-1759294980316\" class=\"eh-simple-accordion__checkbox\"\/><label for=\"accordion-1759294980316\" class=\"eh-simple-accordion__header\"><h3 class=\"eh-simple-accordion__title\">What are common reasons for termination?<\/h3><span class=\"eh-simple-accordion__icon\"><svg width=\"24\" height=\"24\" viewBox=\"0 0 24 24\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M10.3966 3.60341C10.3966 2.71788 11.1145 2 12 2C12.8855 2 13.6034 2.71788 13.6034 3.60341V10.3966H20.3966C21.2822 10.3966 22 11.1145 22 12C22 12.8856 21.2822 13.6034 20.3966 13.6034H13.6034V20.3966C13.6034 21.2822 12.8855 22 12 22C11.1145 22 10.3966 21.2822 10.3966 20.3966V13.6034H3.6034C2.71786 13.6034 2 12.8856 2 12C2 11.1145 2.71786 10.3966 3.6034 10.3966H10.3966V3.60341Z\" fill=\"currentColor\"><\/path><\/svg><\/span><\/label><div class=\"eh-simple-accordion__content\"><div class=\"eh-simple-accordion__inner\">\n<p>Common reasons for without-cause terminations include restructuring, position elimination or layoff due to economic factors. Common reasons for with cause terminations include theft, fraud, harassment, insubordination or a cumulative series of documented performance failures.<\/p>\n<\/div><\/div><\/div>\n<\/div><\/div><\/div>\n<script type=\"application\/ld+json\">{\n    \"@context\": \"https:\/\/schema.org\/\",\n    \"@type\": \"FAQPage\",\n    \"mainEntity\": [\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What documentation should be gathered before writing a termination letter?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Employers must gather performance reviews, timesheets and written warnings before drafting the letter. This evidence ensures the termination is legally defensible.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What constitutes constructive dismissal?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Constructive dismissal occurs when an employer makes unilateral changes to work conditions without consent. Changing hours, location or pay can trigger a forced resignation and termination pay liabilities.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"How is termination pay calculated for employees with variable wages?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Employers calculate final termination pay for employees with fluctuating hours using an averaging rule. This typically involves averaging the wages earned over the last 13 weeks.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What is the difference between a temporary layoff and a termination?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>A temporary layoff pauses work for a specific period, while a termination permanently ends employment. Canadian laws set legal maximum durations for temporary layoffs before they automatically convert into permanent terminations.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"Can an employer terminate an employee who is on protected leave?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Canadian law prohibits termination in specific situations, including when an employee is on protected leave. You cannot terminate an employee because they begin maternity leave or face wage garnishment.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What is the difference between termination with cause and without cause?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Termination without cause occurs when an employee is let go for a reason unrelated to their performance or conduct (e.g., a layoff, restructuring). The employer must provide notice or pay in lieu of notice. Termination with cause occurs when an employee is dismissed for serious misconduct (e.g., theft, insubordination, serious harassment). If established, the employer is generally not obligated to provide notice or pay in lieu of notice.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"Is a termination letter required in Ontario?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>While not all Canadian provinces explicitly mandate a written letter, in Ontario, if an employer is terminating an employee, written notice is required to be provided to the employee in most cases. In practice, a formal termination letter is an essential business practice everywhere to document the separation terms and meet statutory obligations.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What happens if an employee does not get a termination letter?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>If an employee is simply told they are terminated but does not receive a formal termination letter, it creates ambiguity around crucial dates (like the end of benefits) and entitlements. This lack of documentation makes the employer vulnerable to a claim of wrongful dismissal, as they cannot easily prove they met their statutory obligations regarding notice and pay.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"How long does an employer have to send out a termination letter?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>The termination letter should be presented to the employee at the time of the termination meeting. It officially notifies the employee and sets the effective date for the end of employment.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"Can an employer terminate an employee immediately?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Yes, an employer can terminate an employee immediately (without having the employee work the notice period) by paying them pay in lieu of notice. An employer can also terminate immediately without paying notice if the termination is with cause (for serious misconduct), but this is a very high legal standard to meet.<\/p>\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What are common reasons for termination?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Common reasons for without-cause terminations include restructuring, position elimination or layoff due to economic factors. Common reasons for with cause terminations include theft, fraud, harassment, insubordination or a cumulative series of documented performance failures.<\/p>\"\n            }\n        }\n    ]\n}<\/script>\n\n\n<p class=\"has-neutral-500-color has-text-color has-link-color has-paragraph-4-xs-font-size wp-elements-9997f774d6cb41e20dff817d1d714ebb\"><em><em><em><em><em>The information in this template is current as at 1 September 2025, and has been prepared by 91±¬ΑΟ Pty Ltd (ABN 11 160 047 709) and its related bodies corporate (91±¬ΑΟ). The content is general information only, is provided in good faith to assist employers and their employees, and should not be relied on as professional advice. Some information is based on data supplied by third parties. While such data is believed to be accurate, it has not been independently verified and no warranties are given that it is complete, accurate, up to date or fit for the purpose for which it is required. 91±¬ΑΟ does not accept responsibility for any inaccuracy in such data and is not liable for any loss or damages arising directly or indirectly as a result of reliance on, use of or inability to use any information provided in this template. You should undertake your own research and seek professional advice before making any decisions or relying on the information in this template.<\/em><\/em><\/em><\/em><\/em><\/p>\n\n\n\n<style>\n.content-wrapper li > ul li {padding-bottom:0.75rem!important;}\n.content-wrapper li:last-child > ul li {padding-bottom:0!important;}\n.eh-faq__container {flex-direction:column!important;}\n@media screen and (min-width: 1441px) {\n    .eh-faq__content {\n       max-width: 904px!important;\n        min-width: 715px!important;\n    }\n}\n.eh-faq {padding:0px 0px 24px 0px!important;}\n\n.custom-table thead {\n  border: none; \/* remove border applied to the whole thead *\/\n}\n\n.custom-table thead th {\n  border: 1px solid #000 !important; \/* single border on all sides *\/\n  background-color: #7623d7 !important;\n  color: #ffffff !important;\n  text-align: left;\n  padding: 10px;\n}\n\n.custom-table table {\n  table-layout: fixed; \/* ensures widths are respected *\/\n  width: 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has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div id=\"stop-el\" class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--20);padding-bottom:var(--wp--preset--spacing--20)\">\n<div class=\"wp-block-group is-content-justification-space-between is-layout-flex wp-container-core-group-is-layout-16 wp-block-group-is-layout-flex\" style=\"margin-bottom:var(--wp--preset--spacing--10)\">\n<h3 class=\"wp-block-heading\">Related Resources<\/h3>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-link-arrow is-style-link-arrow--3\"><a class=\"wp-block-button__link has-btn-brand-background-color has-background wp-element-button\" href=\"\/resources\/?topic%5B0%5D%5B0%5D=Product\">View all<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-query blog-3-col-query-loop is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"columns-3 alignfull wp-block-post-template is-layout-grid wp-container-core-post-template-is-layout-1 wp-block-post-template-is-layout-grid\"><li class=\"wp-block-post post-19410 resources type-resources status-publish has-post-thumbnail hentry resource-type-guides-and-playbooks\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-19 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/en-ca\/resources\/onboarding\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1728\" height=\"1014\" src=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/08\/Onboarding_Thumbnail.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Employer Playbook: What is onboarding?\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/08\/Onboarding_Thumbnail.webp 1728w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/08\/Onboarding_Thumbnail-300x176.webp 300w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/08\/Onboarding_Thumbnail-1024x601.webp 1024w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/08\/Onboarding_Thumbnail-768x451.webp 768w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/08\/Onboarding_Thumbnail-1536x901.webp 1536w, https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2026\/08\/Onboarding_Thumbnail-864x508.webp 864w, 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src=\"https:\/\/employmenthero.com\/en-ca\/wp-content\/uploads\/sites\/6\/2025\/11\/eye-logo.png\"><a href=\"https:\/\/employmenthero.com\/en-ca\/resources\/guides-and-playbooks\/\" rel=\"tag\">Guides and Playbooks<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/en-ca\/resources\/onboarding\/\" target=\"_self\" >Employer Playbook: What is onboarding?<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-2\"><p class=\"wp-block-post-excerpt__excerpt\">Real onboarding starts at offer acceptance, spans 90 days and is the #1 source of HR errors. 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Our professional termination of employment letter template ensures a fair, simple and legally compliant process.<\/p>\n","protected":false},"featured_media":7134,"menu_order":0,"template":"","meta":{"inline_featured_image":false,"_visual_mode":"business","_lite_auth_enabled":false,"_lite_auth_trigger_method":"scroll","_lite_auth_scroll_percent":25,"_lite_auth_click_element_query":"","exclude_from_algolia":false,"reading_time":"10 min read","display_reading_time":false,"registration_open_datetime":"","registration_close_datetime":"","event_start_datetime":"","event_end_datetime":"","time_zone":"","location":"","link_video":"","wistia_video_id":"","video_type":"","file_video":"","download_content_type":"file","download_file":"7135","download_url":"","download_cta_label":"","homepage_thumbnail":0,"footnotes":""},"resource-type":[255],"topic":[260,92],"learn_topic":[],"industry":[],"search-tags":[],"audience":[],"business-size":[],"product-tag":[],"funnel-stage":[],"region":[],"pain-point":[],"persona":[],"post_features":[],"class_list":["post-7131","resources","type-resources","status-publish","has-post-thumbnail","hentry","resource-type-policies","topic-compliance-legal","topic-hr"],"_links":{"self":[{"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/resources\/7131","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/resources"}],"about":[{"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/types\/resources"}],"version-history":[{"count":11,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/resources\/7131\/revisions"}],"predecessor-version":[{"id":19427,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/resources\/7131\/revisions\/19427"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/media\/7134"}],"wp:attachment":[{"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/media?parent=7131"}],"wp:term":[{"taxonomy":"resource-type","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/resource-type?post=7131"},{"taxonomy":"topic","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/topic?post=7131"},{"taxonomy":"learn_topic","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/learn_topic?post=7131"},{"taxonomy":"industry","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/industry?post=7131"},{"taxonomy":"search-tags","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/search-tags?post=7131"},{"taxonomy":"audience","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/audience?post=7131"},{"taxonomy":"business-size","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/business-size?post=7131"},{"taxonomy":"product-tag","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/product-tag?post=7131"},{"taxonomy":"funnel-stage","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/funnel-stage?post=7131"},{"taxonomy":"region","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/region?post=7131"},{"taxonomy":"pain-point","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/pain-point?post=7131"},{"taxonomy":"persona","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/persona?post=7131"},{"taxonomy":"post_features","embeddable":true,"href":"https:\/\/employmenthero.com\/en-ca\/wp-json\/wp\/v2\/post_features?post=7131"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}