Offboarding matters just as much as onboarding – especially in global operations. Whether due to performance, redundancy, or structural change, terminating an employment contract across jurisdictions is a complex and sensitive process. A well-crafted global termination policy ensures compliance, mitigates risk, and protects both employer reputation and employee dignity.

At ThinkGlobal HR, we support organisations in developing termination frameworks that balance consistency with local legal nuance. Here’s how to approach global termination strategy with care, clarity, and confidence.

1. Understand Legal Variations Across Jurisdictions

Employment laws differ drastically from country to country. Key considerations include:

• Notice periods and severance requirements

• Grounds for dismissal (e.g. misconduct, redundancy, mutual agreement)

• Mandatory consultations with works councils or trade unions

In Germany, for instance, terminations often require significant justification and procedural safeguards. In contrast, countries like the US operate under 'at-will' employment (with exceptions). Failing to honour local regulations can result in litigation, fines, or reputational damage.

2. Standardise Policy Principles, Localise Execution

A global termination policy should define core principles – fairness, compliance, dignity – while allowing for local adaptation. This includes:

• Country-specific termination checklists

• Templates for notices, release agreements, and exit interviews

• Regional HR or legal partners to oversee implementation

We helped a multinational standardise its global termination handbook while embedding localised annexes that aligned with jurisdictional requirements.

3. Communicate with Empathy and Clarity

The tone and transparency of communication during terminations significantly impact employee morale and public perception. Best practices include:

• Manager training on compassionate and legally appropriate messaging

• Advance preparation for questions around benefits, references, and next steps

• Culturally sensitive delivery of termination discussions

One client we supported developed a “compassionate exit toolkit” for managers across EMEA and APAC, improving consistency and post-exit employee feedback.

4. Ensure Post-Termination Compliance and Continuity

Termination obligations often extend beyond the final working day. Employers must manage:

• Final pay, benefits continuation, and compliance with non-compete clauses

• Return of equipment and revocation of access rights

• Handover documentation and knowledge transfer

A global logistics company we advised implemented a structured offboarding checklist, reducing security and legal gaps in their exit processes.

5. Collect and Learn from Exit Data

Exit interviews and offboarding surveys can provide valuable insight. Global HR teams should:

• Track termination reasons by region and function

• Analyse trends to spot compliance risks or engagement issues

• Feed learnings back into talent and retention strategies

One client used exit data to identify patterns of early turnover in one region, prompting improvements to onboarding and team leadership.

Effective termination strategies require the same attention to process, compliance, and humanity as hiring does. With the right global policy and local insight, organisations can exit employees with dignity while protecting business continuity.

What’s next for your global people strategy?

Let ThinkGlobal HR help you build or refine your global termination policy. Book a consultation to ensure compliance, minimise risk, and support fair and effective exits across your international workforce.