The Termination Recommendation Letter For Poor Performance is a critical document used when an organization in the UAE needs to formally recommend the termination of an employee's contract due to sustained performance issues. This document is prepared in compliance with UAE Federal Decree-Law No. 33/2021 and must demonstrate that the employer has followed proper procedures, including providing adequate opportunities for improvement and maintaining detailed documentation of performance issues. The letter serves as an internal record that supports the decision-making process and helps protect the organization from potential legal challenges under UAE employment law. It typically follows a series of documented performance improvement attempts and formal warnings, and precedes the final termination notice.
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1. Letter Header: Company letterhead, date, reference number, and internal classification (e.g., confidential)
2. Addressee Details: Recipient's name, title, department, and internal address
3. Subject Line: Clear indication that this is a termination recommendation for poor performance
4. Employee Information: Employee's full name, employee ID, position, department, and length of service
5. Performance Issues Summary: Concise overview of the main performance deficiencies
6. Previous Actions Taken: Chronological list of performance improvement plans, warnings, and remedial measures implemented
7. Impact Assessment: Description of how the poor performance has affected the department/organization
8. Legal Compliance Statement: Confirmation that the recommendation complies with UAE Labor Law requirements
9. Recommendation: Formal recommendation for termination with proposed timeline
10. Signature Block: Name, title, and signature of the recommending manager
1. Accommodation Efforts: Details of any reasonable accommodations or support provided to help the employee improve, if applicable
2. Financial Implications: Breakdown of final settlement, end-of-service benefits, and other financial considerations, if required by senior management
3. Handover Requirements: Specific handover protocols if the employee handles sensitive information or critical responsibilities
4. Risk Assessment: Analysis of potential legal or operational risks associated with the termination, if requested by legal department
5. Alternative Positions Considered: Documentation of any attempts to find alternative roles, if company policy requires this step
1. Performance Review Documents: Copies of relevant performance evaluations and assessments
2. Warning Letters: Copies of all formal warnings issued to the employee
3. Performance Improvement Plans: Documentation of PIPs and their outcomes
4. Meeting Minutes: Records of performance discussion meetings and counseling sessions
5. Employee Response Documents: Copies of any written responses or appeals from the employee regarding performance issues
6. HR Policy References: Relevant excerpts from company HR policies supporting the termination recommendation
Authors
Relevant legal definitions
Clauses
Relevant Industries
Banking and Financial Services
Technology and Information Technology
Healthcare
Real Estate and Construction
Retail and Consumer Goods
Manufacturing
Professional Services
Education
Hospitality and Tourism
Telecommunications
Energy and Utilities
Government and Public Sector
Relevant Teams
Human Resources
Legal
Compliance
Senior Management
Operations
Employee Relations
Internal Audit
Risk Management
Relevant Roles
HR Manager
Department Manager
Line Manager
HR Director
Managing Director
Legal Counsel
HR Business Partner
Operations Manager
General Manager
Chief Human Resources Officer
Compliance Officer
Employee Relations Manager
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