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Sample Dismissal Letter for Poor Performance

Use This Sample Dismissal Letter as a Template


Need a sample dismissal letter to use as an example when you want to terminate an employee for poor performance? In most cases, I'd recommend using a simple termination letter that states no reason for the termination.

If your performance data is solid, however, use this sample dismissal letter as your guide. You will want to make sure that the case for dismissal for cause is solid and documented well. Anything that is questionable or wishy-washy can potentially be used against you in a lawsuit.

When the reason for dismissal is poor performance, the employee will provide the unemployment compensation office with a copy of the dismissal letter. I have had mixed results dealing with local unemployment offices.

One allowed an employee to collect unemployment when I sent them 30 pages of performance documentation. The documentation about measurable tasks clearly demonstrated that the employee had been trying to make us fire him, yet he was allowed to collect unemployment.

Under most circumstances, the employee's manager and a representative from Human Resources will tell the employee about the dismissal during an in person meeting with the employee. This meeting to dismiss the employee for cause should occur as soon as the organization has the information, documentation, and proof necessary to fire the employee. The dismissal letter documents the meeting.

You can send a dismissal letter to the employee after the termination meeting with return receipt requested, or you can hand the dismissal letter to the employee at the end of the meeting. It should be printed on company stationery with the official signature of the employee's manager or the company owner.

Sample Dismissal Letter


Ms. Margaret O'Malley

18361 Cliff Street

Sparta, NJ 07871

Dear Margaret,

This letter confirms your dismissal from the Ford Company for poor performance, effective immediately.

You are dismissed because, despite repeated feedback and performance coaching from your manager, your work performance has not improved. Your performance has been documented in three letters of reprimand which you read and signed. Additionally, the performance improvement plan (PIP) you were participating in put forth specific goals and targets that you agreed to meet by their due date.

You failed to meet the target dates in any of the areas specified within the plan that you and your manager wrote and agreed to together. You were offered resources and additional support that you refused. As a consequence, your dismissal is the result of your refusal to meet the core requirements of your job.

Payment for your accrued vacation days and sick days will be included in your final paycheck* which you will receive on our regular pay day, Friday. We can mail your final paycheck to your home or you can make arrangements with your supervisor to pick it up.

You will also receive a letter that outlines the status of your benefits upon your dismissal. The letter will include information about your eligibility for Consolidated Omnibus Budget Reconciliation Act (COBRA) continuation of group health coverage.

You turned in your company badge and cell phone at the time of your dismissal so we have accounted for all company owned items.

You will need to keep the company informed of your contact information so that we are able to provide information you may need in the future such as your W-2 form.


Name of Manager or Company Owner

*Please note that laws regarding the final paycheck may vary from state to state and country to country.

Disclaimer: Please note that Susan makes every effort to offer accurate, common-sense, ethical Human Resources management, employer, and workplace advice on this website, but she is not an attorney, and the content on the site is not to be construed as legal advice. The site has a world-wide audience and employment laws and regulations vary from state to state and country to country, so the site cannot be definitive on all of them for your workplace. When in doubt, always seek legal counsel. The information on the site is provided for guidance only, never as legal advice.

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