{"product_id":"termination-dismissal-guide-2026","title":"Termination \u0026 Dismissal Guide 2026","description":"\u003cp\u003e\u003cmeta charset=\"utf-8\"\u003e\u003cspan\u003eA Step-by-Step Guide for Practice Managers and Practice Owners on How to End Employment Lawfully in an Australian Dental Practice\u003c\/span\u003e\u003c\/p\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eTerminating employment is one of the highest-risk actions a practice owner or manager can take. Done incorrectly, it can result in unfair dismissal claims, general protections claims, adverse action claims, and significant financial and reputational consequences. Done correctly — with a valid reason, a fair process, and proper documentation — it is a lawful and sometimes necessary action that protects the practice and the team. The difference between the two outcomes is almost always process.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eThe \u003cstrong\u003eTermination \u0026amp; Dismissal Guide 2026\u003c\/strong\u003e is a step-by-step guide for Practice Managers and Practice Owners on how to end employment lawfully in an Australian dental practice. Covering all five ways employment ends — resignation, redundancy, performance-based termination, summary dismissal, and end of fixed term or casual engagement — with pre-termination checklists, a termination meeting guide, final pay entitlements, and a plain-language explanation of unfair dismissal risk and how to avoid it.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003eThe guide is structured across 5 parts:\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 1 — Understanding the Legal Framework\u003c\/strong\u003e A clear overview of the five types of employment ending and the key legal requirements for each: resignation (accept in writing, confirm final day and entitlements), redundancy (genuine redundancy test, consultation requirement, redundancy pay for 1+ year service), performance or conduct termination (valid reason, procedural fairness, documented warnings), summary dismissal (serious misconduct only — not for performance issues), and end of fixed term or casual engagement (correct classification, casual conversion rights after 12 months). Includes the most important instruction in the document: always seek advice from a solicitor or HR specialist experienced in Fair Work Act matters before terminating any employee. The cost of advice before termination is far less than the cost of defending an unfair dismissal claim after it.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 2 — Managing Resignations\u003c\/strong\u003e A practical guide to managing a resignation correctly — asking for written confirmation, confirming the final day based on the notice period in the contract or HPSS Award, the important instruction not to ask the employee to leave before their notice period expires unless the practice is willing to pay out the notice period, conducting an exit interview, calculating and paying all entitlements on or before the final day, revoking system access and retrieving practice property on the last day, and briefing the team professionally. Includes one of the most important pieces of leadership advice in the guide: what you say about departing employees tells your current team exactly what you will say about them one day.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 3 — Performance-Based Termination\u003c\/strong\u003e The most detailed section — covering the four things the practice must be able to demonstrate before terminating for performance or conduct: a valid reason, notification of the reason, an opportunity to respond, and a fair process. Includes a pre-termination checklist (valid reason documented, prior written warnings given, reasonable opportunity to improve provided, show cause letter issued, support person opportunity offered, response genuinely considered, legal advice obtained, final pay prepared) and a termination meeting checklist (private room, witness, termination letter, final pay calculation, property list, system access revocation, written record of meeting completed same day). Covers how to conduct the termination meeting — direct, brief, and calm — and the critical instruction not to conduct a termination meeting on a Friday or before a public holiday, which limits the employee's immediate access to support.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 4 — Summary Dismissal\u003c\/strong\u003e A clear explanation of what summary (instant) dismissal is, when it is lawful, and — critically — when it is not. Summary dismissal is for serious misconduct only: theft or fraud, physical assault, deliberate and serious breach of patient confidentiality, practising outside AHPRA scope in a way that seriously endangers patient safety, being under the influence of alcohol or illicit drugs at work, serious bullying or harassment, and deliberate falsification of patient records or billing. Includes the essential instruction: even in cases of serious misconduct, the practice should conduct a brief investigation before dismissing — put the allegation to the employee, give them an opportunity to respond, and if necessary suspend on pay for 24–48 hours while investigating. This protects the practice from claims that the process was unfair.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003ePart 5 — Final Pay and Unfair Dismissal\u003c\/strong\u003e A complete final pay entitlements table covering unpaid wages (all employees, all hours worked to the final day), accrued annual leave (all employees, at the ordinary rate of pay), notice pay if applicable (NES minimum based on years of service or contractual notice, whichever is greater), redundancy pay (employees with 1+ year of service, NES scale), and leave loading on annual leave payout for HPSS Award-covered employees (17.5%). Covers unfair dismissal risk: employees with 6+ months service (or 12 months in a small business with fewer than 15 employees) may be eligible to apply to the Fair Work Commission within 21 days of dismissal. The best defence is a documented, procedurally fair process with a valid reason. If an unfair dismissal application is received, seek legal advice immediately — most matters are resolved at conciliation before reaching a hearing, and early legal advice improves outcomes.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e\n\u003cstrong\u003eWho this is for:\u003c\/strong\u003e Practice Managers who have never had to terminate an employee and want to understand the process before they are in the middle of it. Practice Owners who want to ensure that any termination decision is made correctly, documented properly, and defended if challenged. Any practice that has previously terminated employment informally — or is currently managing a performance issue that may lead to termination — and wants to understand what procedural fairness actually requires.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e📄 Format: 6-page editable Microsoft Word document (.docx) — use the pre-termination and termination meeting checklists for every termination event. General guidance only — not legal advice. Always engage a solicitor or HR specialist with Fair Work Act experience before terminating any employee.\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e⬇️ Instant digital download — available immediately after purchase\u003c\/div\u003e\n\u003c\/div\u003e\n\u003cdiv class=\"my-[1px]\"\u003e\n\u003cdiv class=\"py-[3px] whitespace-pre-wrap u-break-words\"\u003e🦷 Built for Australian dental practices — references the Fair Work Act 2009, the National Employment Standards, the Health Professionals and Support Services Award 2020, AHPRA scope of practice obligations, and the Fair Work Commission unfair dismissal jurisdiction\u003c\/div\u003e\n\u003c\/div\u003e","brand":"Resolve Dental Consultancy","offers":[{"title":"Default Title","offer_id":53881733087596,"sku":null,"price":29.0,"currency_code":"AUD","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0988\/9657\/6876\/files\/lifestyle_manager_laptop_review_2e1250e7-2757-4585-af2b-66853b222868.jpg?v=1780299272","url":"https:\/\/www.resolvedentalconsultancy.com.au\/products\/termination-dismissal-guide-2026","provider":"Resolve Dental Consultancy","version":"1.0","type":"link"}