Facing Worker Termination: What Are the Legal Steps and Costs Involved?

Hi, I need to terminate one worker who is on the company's payroll. He has been working too slowly, and I find it impossible to continue with him.

I wanted to understand the rules applicable to us when terminating a worker:
1) How much do we need to pay him?
2) Do we need to inform the labor office that we are doing this?
3) Do we need to seek their permission?
4) Are these rules different for companies employing 100 workers, 500 workers, or 1000 workers, etc.?

Terminating the worker is a serious affair. You have to conduct an inquiry and prove him guilty; then only you can terminate him. But before that, did you issue warning letters to him about his work? There is a procedure you have to follow. Terminating someone requires a strong reason and an equal chance for an explanation. It's not good to snatch someone's bread and butter, morally as well as legally.

Dear Jeevika,

You have not mentioned the vital details. Do you have certified Standing Orders or Service Rules? Is there a termination clause in your Appointment letter? Whether the employee in question comes under the definition of Workman as per the ID Act?

Thank you.

Terminating services of an employee for going too slowly will be possible if you have built records of their slow performance and shared the same with them. Terminating an employee for 'going too slow' without any history may cause legal problems if the employee raises the issue with labor authorities. Exert caution!

It is a drawn-out process for terminating an employee for such a reason if it is consistently displayed. Whether you like it or not, this is the reality.