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Note: Want to skip the guide and go straight to the free templates? No problem - scroll to the bottom.
Also note: This is not legal advice.

Introduction

Ending an employment relationship can be a difficult process for both employers and employees, but having a well-crafted disengagement letter is essential in order to protect everyone’s interests and ensure that the end of the professional relationship runs as smoothly as possible.

A disengagement letter outlines the details of why the employment relationship is ending and serves to prevent any future legal disputes between employer and employee. The letter should include the date of termination, the reason for termination (if applicable), any remaining obligations that either party may have, and an acknowledgement of contributions made by the employee during their time with the company. It should also be signed by both parties in order to confirm agreement on its contents.

The ��������Ƶ team understand how important a good disengagement letter is and provide free template library resources which can help users craft one quickly and easily. Acknowledging this need for professionalism, our community templates are formulated based on millions of data points to reflect market-standard letters so that neither party is left vulnerable or at risk from potential legal disputes later down the line.

With ��������Ƶ’s disengagement letter templates, users don’t even require an account - all you need to do is access our easy-to-follow step-by-step guidance here today! So don’t leave yourself open to unnecessary risk - make sure your rights are protected with a well drafted disengagement letter today!

Definitions (feel free to skip)

Termination: The end of an employment relationship or agreement.
Contract: An agreement between two or more parties in which each party agrees to do something in exchange for something else.
Severance: Payment or compensation given to an employee when they are laid off or dismissed from their job.
Non-compete agreement: A contract that restricts an employee from competing with their former employer or working for a competitor for a specified period of time.
Non-disclosure agreement: A contract between two or more parties in which one party agrees not to disclose certain information to any third party.

Contents

• Defining the purpose of the letter and the termination of the employment relationship
• Establish the date of termination
• Reference any applicable laws or contractual obligations
• Outlining the rights and responsibilities of the employee and the employer
• Outline the duties the employee is expected to perform prior to the termination date
• Specify the employee’s right to receive a final paycheck
• Describing the employee’s final pay and any severance benefits that may be due
• Summarize the amount of money the employee will receive as severance
• Describe any additional benefits the employee may be entitled to
• Clarifying the employee’s access to continuing benefits, such as health insurance and retirement plans
• Explain the timeline for the employee’s continued access to benefits
• Specify any caveats or limitations on the employee’s access to benefits
• Specifying the conditions of the employee’s non-compete agreement
• Describe the timeframe for the non-compete agreement
• Identify any geographic or industry restrictions
• Explaining the terms of the employee’s non-disclosure agreement
• Outline the information the employee is prohibited from disclosing
• Summarize the duration of the non-disclosure agreement
• Addressing any other legal or contractual obligations the employee may have
• Specify any outstanding obligations the employee must fulfill
• Describe any applicable deadlines
• Outlining the employee’s right to file a claim for unemployment benefits
• Explain the steps the employee must take to file a claim
• Identify any documents the employee must provide
• Providing contact information for any additional questions or concerns the employee may have
• Supply the contact information for the employer
• Offer the contact information for any additional resources the employee may need
• Expressing gratitude for the employee’s service and wishing them success
• Acknowledge the employee’s contributions
• Offer best wishes for the employee’s future endeavors

Get started

Defining the purpose of the letter and the termination of the employment relationship

• Identify the employee who is being terminated
• Explain the reason for the termination (voluntary or involuntary)
• Outline the terms of the termination, such as the date of termination, the payment of any benefits or severance packages, and other details
• Explain the procedures for filing claims or grievances
• Include a statement that the employee has the right to ask questions and request information regarding the termination
• When applicable, provide information on any job placement services or other resources available to the employee
• Sign and date the letter
• Check off this step when you have completed it and are ready to move on to the next step.

Establish the date of termination

• Clearly state the date on which the employment relationship will be terminated
• Provide a specific date, not a range of dates
• Ensure that the date of termination is compliant with any relevant laws or contractual agreements
• Once a specific date has been established, you can check this step off your list and move on to referencing any applicable laws or contractual obligations.

Reference any applicable laws or contractual obligations

• Research and become familiar with all applicable laws and contractual obligations that may affect the termination process
• Make sure to review any applicable state and federal laws, as well as any contractual obligations
• Familiarize yourself with any applicable laws that may affect how you can terminate the employee’s employment, for example, the WARN Act or state-specific regulations
• Note any laws that may require additional steps or processes to be followed when terminating the employee’s employment
• When finished, make sure to include a statement in the letter referencing any applicable laws or contractual obligations
• Once you have completed these steps and included any references, you can move on to the next step in the process.

Outlining the rights and responsibilities of the employee and the employer

• Review the employee’s contract and any other applicable laws for the termination of the employment.
• Include information about the employee’s rights and responsibilities in the letter.
• Ensure that the letter includes a statement regarding the employee’s right to file a complaint with any appropriate government agency.
• Include any applicable information regarding severance pay, benefits, or any other compensation that the employee may be entitled to.
• Include any applicable information regarding the return of company property such as keys, uniforms, or other materials.
• Ensure that the letter includes a statement regarding any non-compete or confidentiality agreements.

You will know you can move on to the next step once you have included all of the rights and responsibilities of the employee and the employer in the letter.

Outline the duties the employee is expected to perform prior to the termination date

• Create a list of duties that need to be completed prior to the termination date
• Explain the timeline for completing each duty
• Make sure that the employee understands the duties that need to be completed, and when they need to be completed
• Set a deadline for when all duties must be completed
• Confirm that the employee agrees to complete the duties in the allocated time
• When all duties have been completed, check off the list and move on to the next step.

Specify the employee’s right to receive a final paycheck

• Make sure to properly document the employee’s right to receive a final paycheck by including it in the disengagement letter
• Calculate the employee’s final pay based on their salary, any earned benefits, and deductions such as taxes, health insurance premiums, etc.
• Make sure to include any unused vacation hours or sick leave pay in the final paycheck
• Make sure to check the employment laws in the state or country the employee is based in to ensure you are compliant with the local regulations
• Make sure to include the date the final paycheck will be issued, the method of delivery (mail, email, etc.), and the details of any direct deposit
• Once you have correctly specified the employee’s right to receive a final paycheck in the disengagement letter, you can move on to the next step.

Describing the employee’s final pay and any severance benefits that may be due

• Include the details of the employee’s final paycheck such as wages, bonuses, and any other applicable compensation
• Calculate the amount of any applicable severance benefits and specify the payment details
• Ensure that the payment is in accordance with the applicable terms and federal and state laws
• Check that all applicable taxes have been taken into account
• Check that the employee has signed the final paperwork and submitted it back to the employer
• When all of the above has been completed, you can check this step off the list and move on to the next step.

Summarize the amount of money the employee will receive as severance

• Summarize the total amount of money the employee will be receiving in severance, including any applicable taxes and deductions
• Include details on how the employee will receive their severance, such as a lump sum or in installments
• Make sure to include any additional benefits the employee may be entitled to, such as vacation pay or stock options
• Once you have outlined the total amount of money the employee will receive in severance, you can move on to the next step.

Describe any additional benefits the employee may be entitled to

• Check with the employee’s Human Resources representative to determine if they are eligible for any additional benefits, such as accrued vacation time, additional bonuses, or tuition reimbursement.
• List out the additional benefits the employee may have access to, such as any additional vacation time, health benefits, tuition reimbursement, or bonuses.
• Explain any applicable conditions or deadlines that the employee must meet in order to receive the additional benefits.
• Include a contact person and phone number for the employee to reach out to if they have any questions about the additional benefits they are eligible for.

You will know you can check this off your list when you have completed the above steps and the employee understands what additional benefits they may be entitled to.

Clarifying the employee’s access to continuing benefits, such as health insurance and retirement plans

• Provide the employee with a clear explanation of how long they will be eligible to receive benefits, such as health insurance and retirement plans.
• Include information on how to contact the relevant providers and their respective deadlines for the employee to continue receiving benefits.
• Make sure to provide the employee with copies of documents with detailed information about their access to benefits, as well as contact information for the providers.
• Once the employee has received all this information, you can check this step off your list and move on to the next step.

Explain the timeline for the employee’s continued access to benefits

• Specify the exact date of the employee’s last day of employment, as well as any deadlines for the employee to complete any necessary paperwork.
• Make sure to provide details on when the employee will no longer be eligible for any benefits, such as health insurance or retirement plans.
• Outline any applicable state and federal laws related to employee benefits.
• Make sure the employee understands their rights and responsibilities for continuing or discontinuing benefits.
• When you are finished, add the timeline to your disengagement letter and make sure to include a signature line for the employee to sign.

Specify any caveats or limitations on the employee’s access to benefits

• Make sure that you are clear about any limitations on the employee’s access to benefits, including any restrictions on use, availability, or any other conditions.
• Clarify any restrictions in the letter itself and provide an explanation for the purpose of the restrictions.
• Make sure that any required paperwork is completed and signed by both the employee and the employer.
• Once all of the paperwork is completed and signed, you can proceed to the next step.

Specifying the conditions of the employee’s non-compete agreement

• Outline the terms of the non-compete agreement, such as the geographic area, duration, and nature of the agreement
• Clearly state that the employee is not allowed to use the company’s trade secrets, confidential information, or intellectual property
• Make sure that the agreement is limited in scope to what is necessary to protect the company’s interests
• Ensure that the agreement is in compliance with relevant labor laws
• Once the agreement is drafted and signed, provide a copy to the employee

When you can check this off your list: After the non-compete agreement has been drafted, signed, and a copy has been provided to the employee.

Describe the timeframe for the non-compete agreement

• Outline the length of time the employee must adhere to the non-compete agreement
• Consider the employee’s job role and how long the restrictions should last
• Decide if the non-compete agreement should begin as soon as the employee is separated from the company or at a later date
• Set a specific start and end date for the agreement
• Include a clause that outlines the legal consequences of not adhering to the agreement
• You will know you can move on to the next step when you have clearly specified the length of time for the non-compete agreement.

Identify any geographic or industry restrictions

• Research the specific laws that are relevant for the geographic area and industry in which you are located
• Consider any past agreements made with the employee and how they may affect the current non-compete agreement
• Draft any geographic or industry limitations that the employee must adhere to in the non-compete agreement
• Review the limitation language with the employee to ensure that they understand the terms

Once you have identified any geographic or industry restrictions relevant to the non-compete agreement, you can move on to explaining the terms of the employee’s non-disclosure agreement.

Explaining the terms of the employee’s non-disclosure agreement

• Review the terms of the non-disclosure agreement with the employee
• Explain the scope of information that is considered confidential
• Describe the consequences of breach of agreement
• Make sure the employee understands the terms of the agreement
• Ask for the employee’s signature confirming their understanding and agreement
• Once the employee has signed, keep a copy of the agreement in their personnel file
• Check off this step once the agreement has been signed and filed away.

Outline the information the employee is prohibited from disclosing

• List the specific confidential information (such as trade secrets, business plans, customer data, etc.) that the employee is prohibited from disclosing
• Specify any other restrictions that apply, such as no competing with the company
• Emphasize the importance of confidentiality
• Include language that the employee must keep this information confidential even after the agreement ends
• Include any applicable legal language to protect the company

Once all the applicable information has been listed, you can check this off your list and move on to summarizing the duration of the non-disclosure agreement.

Summarize the duration of the non-disclosure agreement

• Check the agreement to determine the duration of the non-disclosure agreement.
• List the date the agreement was signed and the date it will end.
• Note any provisions in the agreement that could extend the duration of the agreement.
• Include this information in the disengagement letter.
• Once you have included the information about the duration of the non-disclosure agreement in the letter, you can move on to the next step.

Addressing any other legal or contractual obligations the employee may have

• Check if there are any other legal or contractual obligations that the employee still needs to fulfill, such as outstanding vacation days, or any financial obligations.
• If so, clearly state in the letter what those obligations are and how they should be addressed.
• Be sure to include any relevant details, such as the date on which the obligations should be fulfilled, or any deadlines that must be met.
• You can also include a reminder of the legal consequences of not fulfilling the obligations.
• Once you’ve included all the necessary information, you can move on to the next step.

Specify any outstanding obligations the employee must fulfill

• Identify any other obligations the employee needs to fulfill as part of their resignation, such as returning company property, providing notice, or completing projects they have been working on
• Specify the details of the obligations in the disengagement letter, including deadlines, if any
• Ensure that all obligations are in compliance with applicable laws and company policies
• Check with relevant departments, such as Human Resources and Legal, to ensure that all obligations have been identified
• Once all obligations have been specified in the disengagement letter, you can move on to the next step.

Describe any applicable deadlines

• Check with your organization’s Human Resource Department to ensure that all applicable deadlines are met.
• Determine the final date of the employee’s employment and make sure that the letter is sent no later than two days after the final date of employment.
• Ensure that you adhere to any deadlines associated with the employee’s health insurance, 401(k), and other benefits.
• When all deadlines have been met, you can proceed to the next step.

Outlining the employee’s right to file a claim for unemployment benefits

• Inform the employee of their right to file a claim for unemployment benefits, including any relevant state-specific information
• Provide information on the applicable state’s unemployment insurance program, including any relevant contact information
• Discuss any other applicable benefits the employee may be eligible for
• Explain any applicable deadlines and the consequences of not meeting them
• Check the accuracy of the information with the relevant state authorities
• Once you have verified the accuracy of the information, you can move on to the next step of explaining the steps the employee must take to file a claim.

Explain the steps the employee must take to file a claim

• Contact the local unemployment office to begin the filing process
• Provide information such as name, address, contact information, Social Security Number, and dates of employment
• Submit the completed claim form and any required documentation to the unemployment office
• After the claim is submitted, the employee can expect a determination on their eligibility for unemployment benefits within a few weeks
• Once the claim is approved, the employee will be able to receive regular payments from the unemployment office
• Check with the local unemployment office to ensure that all documentation is submitted and the claim is accepted
• When all documents are accepted and the claim is approved, the employee can move on to the next step.

Identify any documents the employee must provide

• Ask the employee to provide any relevant documents, such as their final pay stubs, a copy of the company’s employee handbook, or any other documents related to their employment status
• Review the documents provided to make sure they are complete and up-to-date
• Have the employee sign off on the documents to confirm that they have been provided and reviewed
• Check off this step when you have received the documents and they have been reviewed and signed off by the employee.

Providing contact information for any additional questions or concerns the employee may have

• Provide contact information for both the employer and a direct supervisor of the employee. This should include phone numbers, email addresses and mailing addresses for both parties.
• Be sure to include contact information for any questions or concerns the employee may have about their departure.
• Once you have added contact information for both the employer and the employee, you can check this step off your list and move on to the next step.

Supply the contact information for the employer

• Include the employer’s name, address, and telephone number in the letter
• Confirm that the contact information is accurate and up to date
• Include an email address if one is available
• Once all the contact information has been included, you can check this off your list and move on to the next step.

Offer the contact information for any additional resources the employee may need

• Provide the contact details of any relevant government services or organizations that can provide assistance to the employee in the transition
• Ensure that the contact details are accurate and up-to-date
• Include contact details for any relevant trade unions or legal services
• Make sure to include the contact details of any relevant staff welfare services that the employee may find helpful
• When you have provided the contact information for any additional resources, you have completed this step and can move on to expressing gratitude for the employee’s service and wishing them success.

Expressing gratitude for the employee’s service and wishing them success

• Express appreciation for the employee’s work and dedication to the company.
• Wish the employee success in their future endeavors.
• Make sure to keep the tone professional and positive.
• When you feel confident that the tone of the letter is appropriate and that you’ve adequately expressed gratitude for the employee’s service, you can check this off your list and move on to the next step.

Acknowledge the employee’s contributions

• Take the time to reflect on the employee’s contributions and successes during their time with your organization.
• Express your appreciation and recognition for their work, effort, and the impact they had on the organization.
• Avoid general or cliché statements that don’t convey your genuine sentiment.
• Once you’ve included specific examples of the employee’s contributions, you can check off this step and move on to the next.

Offer best wishes for the employee’s future endeavors

• Express your appreciation for the employee’s time working with your organization
• Offer best wishes for the employee’s future endeavors
• Let the employee know that you wish them well

You can check this off your list and move on to the next step once you have expressed your appreciation for the employee’s time working with your organization, offered best wishes for the employee’s future endeavors, and let the employee know that you wish them well.

FAQ:

Q: Is a disengagement letter legally binding?

Asked by Brian on April 8th 2022.
A: In the UK, a disengagement letter is not legally binding. However, it is an important document to have in place to ensure both parties are aware of the terms and conditions of the agreement and any ensuing disputes can be resolved quickly and fairly.

Q: How do I ensure that my disengagement letter is tailored to my business?

Asked by Christian on August 11th 2022.
A: When writing an effective disengagement letter, it is important to tailor the document to your particular business needs. Consider the specifics of the industry you operate in, the sector you are working in, and the business model you are following (e.g. SaaS, Technology or B2B). This will help to ensure that your disengagement letter is tailored to your particular situation and provides accurate information for all parties.

Q: What are my obligations as a business owner when writing a disengagement letter?

Asked by Emily on February 5th 2022.
A: As a business owner, it is important to ensure that your disengagement letter outlines all of your obligations clearly and accurately. This includes outlining any liabilities or financial obligations, as well as any additional timelines or deadlines that need to be met. Additionally, you should ensure that any applicable laws and regulations are correctly outlined in the document in order to protect both parties from any potential legal issues.

Q: Is there a difference between a UK disengagement letter and an American one?

Asked by John on October 17th 2022.
A: While there are similarities between UK and American disengagement letters, there are also some important differences. In the UK, there are different laws governing contracts than in America, so it is important to consider these when drafting a UK disengagement letter. Additionally, UK law also has more stringent regulations regarding confidentiality clauses than American law does, so make sure you include these in the document if necessary.

Q: How do I make sure my disengagement letter is compliant with EU Regulations?

Asked by Mariah on July 3rd 2022.
A: When writing an effective disengagement letter, it is important to ensure that it complies with applicable EU regulations. This includes making sure that any applicable data protection laws are adhered to (such as GDPR), as well as making sure that any financial terms outlined in the document comply with relevant EU laws and regulations. Additionally, make sure your document is written in a language which can be easily understood by all parties involved in order for it to be legally binding across multiple jurisdictions.

Q: What should I include in my disengagement letter regarding termination clauses?

Asked by Noah on June 29th 2022.
A: It is important to include termination clauses in your disengagement letter so that both parties are aware of what will happen if either party wishes to terminate the agreement at any point during its duration. Make sure that these clauses outline specific details such as notice periods and payment schedules for termination fees if applicable. Additionally, make sure to include information about how disputes will be handled if they arise during or after termination of the agreement.

Q: Are there any additional documents I should include with my disengagement letter?

Asked by Olivia on March 14th 2022.
A: Depending on the nature of your agreement, there may be additional documents which should be included with your disengagement letter for legal purposes. These may include supporting documents such as contracts or invoices outlining financial obligations between both parties, confidentiality agreements or non-disclosure agreements (NDAs), and other relevant documents which detail compliance with applicable laws and regulations (such as GDPR). Make sure all of these documents are included with your disengagement letter before signing off on it so that everything is correctly outlined for both parties involved.

Example dispute

Raising a Lawsuit Over a Disengagement Letter

• The plaintiff could raise a lawsuit referencing a disengagement letter if they believe the letter did not accurately reflect the agreed-upon terms of the contract or that the terms of the letter were not properly fulfilled.
• The plaintiff could cite legal documents, such as the U.S. Uniform Commercial Code, that set out specific guidelines for the termination of a contract.
• The plaintiff may also cite civil law that allows for the recovery of damages incurred due to the breach of a contract.
• The plaintiff may also provide evidence of the information or actions that led to the lawsuit being raised.
• Settlement may be reached out of court, or the plaintiff may pursue legal action, seeking a court order to enforce the terms of the disengagement letter.
• If damages are awarded, they may be calculated based on the terms of the contract, the breach of contract, or the plaintiff’s economic losses due to the breach.

Templates available (free to use)

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