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Common Mistakes in Recording Dismissal Dates

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Recording dismissal dates accurately is crucial for both employers and employees. Errors in this process can lead to misunderstandings, disputes, and even legal issues. 

In this blog post, we will explore some of the most common mistakes made by both employers and employees when recording dismissal dates and provide practical tips on how to avoid them. By understanding and preventing these errors, you can ensure clarity and transparency in employment records.

Common Mistakes Made by Employers

Lack of Written Documentation: One of the most significant mistakes employers make is failing to document dismissal dates in writing. Verbal communication alone can lead to misunderstandings and disputes. To avoid this, always provide a written notice of dismissal, including the specific date.

Inconsistent Communication: Employers may communicate the dismissal date differently to various parties involved, such as HR, the employee, and the payroll department. Consistency is key to prevent confusion. Ensure that all parties are informed of the same date.

Notice of employee dismissal date should be shared with all parties involved on the same date.

Ignoring Legal Requirements: Different jurisdictions may have specific laws and regulations regarding the notification period for dismissals. Failing to adhere to these legal requirements can result in legal consequences. Always consult relevant employment laws and regulations to ensure compliance.

Not Informing the Employee: Sometimes, employers forget to communicate the dismissal date to the employee or do so informally. This can lead to a lack of clarity. Always inform the employee formally and in writing.

Using Vague Language: Employers may use vague language in dismissal notices, such as "ASAP" or "in the near future." Such terms can create confusion. Instead, provide a specific date for dismissal.

Common Mistakes Made by Employees

Not Requesting Written Confirmation: Employees may assume they will receive a written notice of dismissal but do not request one. Always ask for written confirmation of the dismissal date to avoid discrepancies.

Always request a written dismissal letter from your employer.

Failing to Keep Records: Employees often fail to keep records of their employment documents, including dismissal notices. Maintain copies of all documents related to your employment, including dismissal letters.

Misunderstanding the Terms: Employees might misinterpret the terms of their dismissal, especially if legal jargon is used. Seek clarification from your employer or consult with legal counsel if needed to ensure you understand your rights and entitlements.

Ignoring Notice Period: If there is a notice period mentioned in the employment contract, ensure you are aware of it and adhere to it. Failing to honour the notice period can have consequences for both parties.

Be aware of your notice period.

Delaying Action: If you believe there is an error in the recorded dismissal date, address it promptly with your employer. Delaying action can make it more challenging to rectify discrepancies.


Recording dismissal dates accurately is essential for maintaining transparency and preventing disputes in the workplace. Employers and employees must be vigilant in avoiding common mistakes, such as lack of written documentation, inconsistent communication, and misinterpretation of terms. By following the tips outlined in this blog post, both parties can ensure that dismissal dates are recorded accurately, reducing the risk of confusion and legal complications. Clear and precise communication is the key to a smoother transition when it comes to the end of an employment relationship.


Read more

The Human Side of Restructuring


Workplace Insights Podcast

Episode 8: Why is it Crucial to be Completely Clear about the Date of Dismissal

Listen now on Apple Podcasts or Spotify


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