Start typing and press Enter to search

Remote Employee Terminations

Remote Employee Terminations

Is there anything special you should know before terminating a remote employee? Terminations involving remote employees function much the same as those in a physical worksite, but there are some things to keep in mind.

Varying State Laws

If the employee works in a different state, you’ll need to follow that state’s laws regarding termination procedures, paperwork, and final paychecks. Look these up on the platform ahead of time. You don’t want to miss any deadlines.

IT Considerations

Coordinate with IT so they are prepared to remotely revoke the employee’s access to company systems immediately upon termination. Have a clear process in place for the employee to return any company-owned computers, monitors, phone systems, etc., and plan to pay for shipping. Go over the process at the termination meeting.

Final Paycheck

Don’t make deductions from the final paycheck because the employee hasn’t returned company property or has returned things damaged unless you’re sure it’s legal in the state where they work and that you’ve complied with any related requirements.


As with most terminations, be sure to have documentation of behavior and performance issues, conversations you had, disciplinary actions you took, and warnings to the employee about the consequences if they failed to improve. This documentation may be helpful if the termination is ever challenged.

Are you a small business looking for more HR help? Work with a certified HR Professional today.

Reply a Comment



This blog is for informational and educational purposes only. It does not constitute legal advice, and cannot constitute legal advice, because the authors are not licensed attorneys. Readers should not rely or act upon any information presented on this blog without seeking professional legal counsel. The views expressed in each post are those of the author, and the author alone; they are not the views of Ahola. The information provided in this blog is general, and based on information available as of the date of publishing. Information herein is provided on an “as is” or “as available” basis; we make no warranty of any kind to you regarding the information provided and disclaim any liability for damages from use of the blog or its content. Please consult an attorney to obtain advice with respect to any particular question or issue.