The Termination Letter Due To Slow Business is a critical document used in New Zealand when businesses need to reduce their workforce due to economic challenges or decreased business activity. It serves as an official communication tool that must comply with New Zealand employment law, particularly the Employment Relations Act 2000 and related legislation. This document is typically used during business restructuring, economic downturns, or when market conditions necessitate workforce reduction. It must include specific elements such as the reason for termination, notice period, final payment calculations, and any support measures being offered. The letter should be drafted with consideration for both legal compliance and maintaining professional relationships, as it may have implications for future reference checks and potential legal scrutiny.
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1. Letter Date and Address Block: Current date and full contact details of both employer and employee
2. Formal Greeting: Professional salutation addressing the employee by name
3. Business Context: Clear explanation of the current business situation and economic circumstances leading to the decision
4. Termination Decision: Clear statement of the redundancy decision and effective date
5. Notice Period: Specification of the notice period and last working day
6. Final Pay Details: Overview of final payment including salary, holiday pay, and other entitlements
7. Company Property: Instructions regarding return of company property and handling of work materials
8. Support Measures: Description of any support being offered (e.g., career transition assistance, references)
9. Next Steps: Clear outline of immediate next steps and important dates
10. Closing: Professional closing with contact information for questions and signature block
1. Outplacement Support: Details of career transition services if being offered by the company
2. Garden Leave Provisions: If applicable, terms of garden leave during notice period
3. Reference Provision: Specific details about providing references if agreed
4. Continuation of Benefits: Information about any benefits that may continue post-employment
5. Non-Disclosure Reminder: Reminder of ongoing confidentiality obligations if relevant
6. Transfer of Duties: Instructions for handover of work if required
1. Schedule A - Final Payment Calculation: Detailed breakdown of final payment including salary, holiday pay, and other entitlements
2. Schedule B - Company Property List: Itemized list of company property to be returned
3. Schedule C - Support Services Details: Detailed information about outplacement or other support services if offered
4. Appendix 1 - Handover Checklist: Checklist for completing handover of duties and responsibilities
Relevant legal definitions
Clauses
Relevant Industries
Manufacturing
Retail
Professional Services
Technology
Construction
Hospitality
Financial Services
Education
Healthcare
Transportation
Mining
Agriculture
Real Estate
Media and Entertainment
Telecommunications
Relevant Teams
Human Resources
Legal
Executive Leadership
People and Culture
Operations Management
Administration
Compliance
Industrial Relations
Relevant Roles
Human Resources Manager
HR Director
Business Owner
Managing Director
CEO
Operations Manager
Department Head
HR Business Partner
Legal Counsel
People and Culture Manager
General Manager
Regional Manager
Chief Operating Officer
HR Administrator
Company Secretary
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