NEW GUIDE!
Terminations & Two Weeks’ Notice:
The Practice Owner’s Guide to Ending Employment Legally
Firing someone isn’t the hard part.
Doing it wrong is.
Terminations, resignations, final paychecks, documentation… this is where small HR mistakes turn into big, expensive problems.
This guide breaks down exactly how to handle employee separations the right way, so you’re not guessing when it matters most.
Inside this guide, we’ll walk you through how to:
- Handle terminations without increasing legal risk
- Document performance issues (so it’s not “they said, you said”)
- Run a clean, professional termination conversation
- Manage final paychecks and PTO payouts correctly
- Navigate two weeks’ notice (and when it gets messy)
- Avoid risky moves like “quiet firing” or rushed decisions
- Use exit interviews to reduce future turnover
Why terminations matter (more than you think)
Most practices don’t think about termination compliance until they’re already in the middle of a tough conversation.
But employee separation is one of the moments where documentation, consistency, and timing matter most. A missing policy, unclear final paycheck process, or poorly documented performance issue can quickly turn into a bigger HR problem.
This guide gives you practical steps to help protect your practice before, during, and after an employee leaves.
You’re in healthcare, not HR. We get it.
You’d rather focus on patient care than HR compliance - and that's where we come in. Our HR software for dental and medical practices streamlines HR management and automates reliable compliance.
→ Automate daily HR tasks like PTO requests and employee handbook updates→ Easily onboard new hires with state and federal-compliant, date-stamped documentation
→ Run payroll effortlessly with automatic integration with our time clock, employee scheduling, time off, overtime, and more
→ Access our team of medical HR experts to answer your toughest HR questions
