Clients 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 the clients of the need to adjust the request in order to comply with local legal requirements to ensure a lawful termination.

Clients 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.

Clients 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 the request.

For some countries, there's an additional step wherein clients will be asked to provide additional information for the 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 the client 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 the 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. Clients 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 the 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.

Clients can track the status of their termination request from the Activity Tracker located on the Deel Homepage.

Deel acts in accordance with country-specific rules while handling contract termination and communication with the employee. Please do not notify the employee of the intention to terminate their employment agreement, and only discuss termination details after they have been reviewed and confirmed by Deel.

Don’t talk to the employee about the intention to terminate beforehand. Only notify the employee once we have confirmed the termination request details unless agreed beforehand by Deel. 

Employees will be notified by Deel after clients have confirmed their 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 protection. 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 clients to determine the most viable strategy and advise on any communication requirements or limits.

If requested, clients 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.