You may request a termination with cause, without cause, a resignation, or a mutual termination.  As the employer of record, Deel’s legal group will carefully review all the facts and circumstances. In certain situations Deel may advise you of the need to adjust the request in order to comply with local legal requirements to ensure a lawful termination.

You must provide all details relevant to the off-boarding request. See our Termination Landscape Guide for a description of the grounds or reasons for different termination types.

You will need to provide the appropriate documentation to support the request. This may include evidence of alleged wrongdoing, performance management plans and reviews, attendance information, and all other documentation necessary to support your request.

For some countries, there's an additional step wherein you will be asked to provide additional information for your termination request. The questions in that step are specific to each country and answers must be provided in order to submit the request. 

Deel will contact you if additional information is required.

Different jurisdictions have different termination requirements. In most jurisdictions, employees enjoy protection from arbitrary termination and have the right to challenge terminations they believe are unfair or unlawful.

Under the terms of the Master Service Agreement, Deel requires 30 days notice in order to evaluate the facts and circumstances of the termination and advise on the most viable and legally compliant termination strategy. In some cases, such as termination during the probation period, Deel may process the termination request in less than 30 days. 

Any contractual or statutory notice period will be in addition to the 30 days process requirement.

In cases of properly documented gross misconduct it may be possible to terminate an employee without notice. In most jurisdictions such terminations can only be undertaken in the most grievous of circumstances, including violence or fraud. In these urgent cases please contact your account manager or Deel Support immediately to initiate the termination process. 

Please be advised that it is not usually possible to terminate an employee without notice for poor performance. In most jurisdictions, employees have the right to challenge a termination without notice as unfair or unlawful in court. 

While resignation requests can be processed more quickly than other termination requests, Deel must still evaluate the local legal requirements to ensure compliance. In some jurisdictions employees must provide contractual or statutory notice and in some cases, may be entitled to payments of pro-rated or other accrued benefits or entitlements. You can learn more about local requirements in our Global Terminations Landscape Guide.

The last day of employment will depend on local notice requirements, and the facts and circumstances of your request. As part of the off-boarding process, Deel will determine the most viable and legally compliant termination method.  The last day of employment will be contingent on all aspects of the off-boarding process, including any statutory requirements, signatures, payroll cut-off dates, and other requirements.

You can track the status of your termination request from the Activity Tracker located on the Deel Homepage.

Deel will work with you to notify the employee. In many jurisdictions Deel must initiate the termination process. In other cases, it may be possible for you to notify the employee after the most viable termination strategy has been agreed on. In all cases, it is essential that you not communicate with the employee about their termination until the most legally compliant and viable termination strategy has been identified.

Employees will be notified  by Deel after you have confirmed your acceptance of the proposed termination agreement.

As the employer of record, Deel is responsible for terminating the employee. Different jurisdictions have different rules with respect to employee privacy and protections. Premature communication with the employee - including casual conversations about reasons or motives - could reduce the termination options available, or risk having the termination challenged as unfair or unlawful in court. 

Deel will work with you to determine the most viable strategy and advise on any communication requirements or limits.

If requested, you will have an opportunity to review the separation agreement prior to its execution with the employee.

Employees will receive their final pay, severance and other entitlements as part of our standard payroll cycle and in accordance with all local laws. In many jurisdictions this may be either the last day of the month in which the legal notice period or employment ends or the next scheduled payday. 

In cases of mutually negotiating termination agreements, the terms of payment will form part of the agreement.

Except in rare or compelling circumstances where required by law it is not possible for employees to be paid on their last day of work.

Employees will keep their benefits in accordance with local requirements and the terms of the benefits policy. Most jurisdictions require that benefits and other entitlements continue during the notice period.