The Termination of Contract Due to Poor Performance document is essential for Nigerian employers who need to formally end an employment relationship based on documented performance issues. It must comply with the Nigerian Labour Act and related employment legislation, ensuring that the termination process follows due process and fair hearing principles. This document should only be used after proper performance management procedures have been followed, including documented performance reviews, warnings, and improvement plans. It typically includes details of performance deficiencies, references to previous warnings, notice period specifications, and final settlement calculations. The document serves both as a formal notification and a legal record of the termination process, protecting the employer's interests while respecting employee rights under Nigerian law.
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1. Date and Letterhead: Company letterhead, date, and reference number of the termination notice
2. Employee Details: Full name, employee ID, position, and department of the employee being terminated
3. Subject Line: Clear indication that this is a termination notice due to poor performance
4. Performance History: Documented history of poor performance, including dates of performance reviews, warnings, and improvement plans
5. Basis for Termination: Specific reasons for termination, referring to performance metrics and standards not met
6. Notice Period: Details of the notice period or payment in lieu of notice
7. Final Payments: Breakdown of final salary, benefits, and any other entitlements
8. Company Property: List of company property to be returned and process for return
9. Confidentiality Obligations: Reminder of ongoing confidentiality obligations post-termination
10. Signature Block: Space for authorized signatory and company stamp
1. Severance Package: Include when additional severance benefits are being offered beyond statutory requirements
2. Appeal Process: Include when company policy allows for formal appeals of termination decisions
3. Reference Policy: Include when specifying the company's position on providing future references
4. Post-Employment Restrictions: Include when there are non-compete or non-solicitation clauses to be enforced
5. Outplacement Support: Include when the company is offering career transition assistance
1. Performance Review History: Chronological list of performance reviews, warnings, and improvement plans
2. Final Settlement Calculation: Detailed breakdown of all final payments including salary, benefits, and deductions
3. Company Property Checklist: Itemized list of company property to be returned
4. Exit Process Checklist: Step-by-step guide for completing the termination process
Relevant legal definitions
Clauses
Relevant Industries
Banking and Finance
Technology
Manufacturing
Retail
Healthcare
Education
Oil and Gas
Telecommunications
Professional Services
Construction
Hospitality
Mining
Agriculture
Transportation and Logistics
Public Sector
Relevant Teams
Human Resources
Legal
Compliance
Senior Management
Operations
Administration
Employee Relations
Relevant Roles
Human Resources Manager
Legal Counsel
Department Manager
Line Manager
HR Director
Chief Human Resources Officer
Employee Relations Manager
HR Business Partner
Compliance Officer
General Manager
Managing Director
CEO
Operations Manager
Administrative Manager
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