{"id":5850,"date":"2025-07-16T11:40:10","date_gmt":"2025-07-16T16:40:10","guid":{"rendered":"https:\/\/www.employco.com\/blog\/?p=5850"},"modified":"2025-07-16T11:40:13","modified_gmt":"2025-07-16T16:40:13","slug":"hr-question-of-the-month-2","status":"publish","type":"post","link":"https:\/\/www.employco.com\/blog\/2025\/07\/16\/hr-question-of-the-month-2\/","title":{"rendered":"HR Question of the Month"},"content":{"rendered":"\n
\"HR<\/figure>\n\n\n\n
<\/div>\n\n\n\n

Question<\/strong>: Does an employer legally need to provide something in writing to an employee being terminated?<\/p>\n\n\n\n\n\n\n\n

Answer<\/strong>: Probably, yes. Although there is no legal requirement at the federal level (other than the WARN Act for mass layoffs), many states specify notification requirements, typically related to unemployment insurance and claims. Additionally, if the former employee was enrolled in the company\u2019s health plan, there is a requirement to offer the option to continue the benefits coverage.<\/p>\n\n\n\n

Contact us<\/a> for more information on termination best practices, template letters, and state-specific documentation.<\/p>\n\n\n\n

Schedule a 15-minute call<\/a> with Griffen Wilson<\/mark><\/strong> for more information on our services.<\/p>\n\n\n\n

<\/p>\n","protected":false},"excerpt":{"rendered":"

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