Some of the details employers consider when firing an employee have changed in recent years due to the proliferation of online resources for job search. Employers believed that it was unkind to fire an employee
on Friday, for one, because the former employee would be stuck all weekend with little to do to launch a job search. The times they are aâchanging, but some things never change. Itâs still important to develop a solid case for firing an employee
. It's still important to effectively communicate performance issues. Does the day matter? What day is the best day to fire an employee? Why? See More Reader Responses
. Share Your Thoughts
Friday. It's for safety.
- The best day to fire is Friday at the end of the day. It should be a corporate policy at every company. It is statistically shown that an emotional or unstable employee is least likely to seek revenge if it happens on a Friday. Also important is to avoid any sort of humiliation when firing an employee. Don't do it publicly in front of the person's peers. Again, this is for safety.
- —Guest security researcher
First business day in the month
- Do it early on in the month. If you fire them on April 1, they have until 31 of May to start a new role without the time between necessarily appearing as a "gap" on their resume. Much nicer that way...
Best Day to Fire an Employee
- Firing is never easy, and it is one of the most unpleasant tasks I have had to perform as an HR Manager. We recommend letting employees go any time they are found wanting. The best day for me remains a Friday. It gives the employee time to sort out his/her affairs and be emotionally ready to face the coming week.
- —Guest Mike
Best day to fire
- How about never? That way it doesn't come as a shock or anything.
- —Guest Guest
Aren't we talking about firing here?
- Firing is never pleasant...any day. However, if we are talking about being fired with just cause and documentation with appropriate counseling, the last straw is the last straw, and thats the correct day. Firing should be reserved for obvious problems. If I am not cooperating, my employer doesn't owe me a thing. Period, It is ridiculous to think otherwise.
- —Guest Melissa
As soon as you know
- It's not fair to the employee for you to string them along - let them think everything is okay, let them make plans and prepare for the coming week - while all along you and your team have it in the back of your mind that this person is going to get fired. This is being fake and lying to them.
- —Guest smrk
Friday's good for me
- From an employee standpoint, don't make me wake up and come into work just to fire me. Call me or fire me at the end of an easier work day if you want the least hostile reaction. I like the sound of letting the employee pick the day, but that only really works if the employee was a good worker and you trust them.
- —Guest guesty guest
- Is it ethical to fire someone on his/her day off? This is not a response, I'm desperate. I have no good job prospects, and cannot get unemployment. (No, it's not behavior that I would recommend from an employer, but we don't know the circumstance or the rest of your story.)
- —Guest Richard baxter
Hire Slowly Fire Quickly
- Monday through Wednesday are the ideal days to part ways with an employee because it gives days for the ex employee to get their affairs in order and to contact the company with questions that could come up 24-28 hours after the separation. Many times they have questions regarding COBRA or unemployment. This is also good to be able to manage your current employees for meetings and reactions. Last thing you want is for people to go home over the weekend and stew over it.
- —Guest JPR
The Best Day is the Last Day
- Although my “response title” is partly expressed tongue-in-cheek, the best day to fire an employee (or the best day to inform an employee they are being recommended to be dismissed for those of you in the public sector who must deal with Governing Boards), is the end date identified in the Performance Improvement Plan. This way there is no surprise. If an employee is receiving honest and transparent feedback about their performance, their dismissal will not come as a surprise.
- —Guest Guest Mark
It's simple and a no brainer
- Simply - early in the day early in the week. That way you can provide support and care. It's unfair to have past employees without support over a weekend leaving them to get increasingly angry or distressed. Letting them go fairly, with support early is the only acceptable way to let people go.
- —Guest Neil Stevenson
Talk About Ruining a Weekend!
- Assuming all proper steps were taken in advance that led to a termination, I prefer to stay away from Fridays because you leave the employee emotionally freefalling all weekend with nothing but time on their hands to vent. It becomes a totally bad weekend and one that is remembered for a long time. When a termination occurs mid-week, the rest of the world is still working. Despite job searching being available on the weekend, it is via the internet and isolating. During a weekday, a terminated employee who is ready to jump in immediately in a job search can call and speak with a live person as they begin to job search. Weekdays can be much more productive. I also think terminations on Fridays can also appear sneaky to an employee since they are going to assume the employer knew all week and just waited it out until Friday, which they'll resent.
- —Guest Cathy
Ask the employee
- If the communication has been consistent ask the employee to choose the day. Even if it is sudden, have the employee choose the day. Will reflect really well on the company and make it easy for the employee
- —Guest Gautam
How to fire
- My husband is a dentist. We have our own practice. Our hygenist can't keep it professional . She always text my husband 10-11 pm about her personal life and texting him on her day off to see how is he doing. I'm going to let her go. What is the best way. Thanks.
- —Guest Oasis
Day not to fire!
- I will concede any day should be a good day to fire a non-productive employee. However, if that employee has been an asset to your growing company by doing the job of 2-3 employees, but you are pissy because they are having health issues and aren't able to put in the 50+ hours they previously did (while only getting paid for 40 as are salaried) do NOT fire them 2 days before their MAJOR surgery. Also even though they were salaried, you opted to put them back on hourly due to missing days at work, thus it being a benefit to you and not your employee.
- —Guest Angie