Termination planning checklist

Assemble the facts, documents, approvals and unanswered questions for a proposed employment separation without generating a notice entitlement or a legal conclusion.

A sample of the guidance

Proposal and decision authority

Record the business proposal, whether it is final, who may approve it and who raised it. Distinguish elimination of a role from an allegation about conduct. Preserve contrary evidence.

Where this tool applies

This is an information and recordkeeping tool, not a finding of compliance or individualized legal, medical, insurance or tax advice. It does not draft or amend your organization’s legal policies.

Choose the place of work or insured risk and the applicable regime. A national source is not automatically applicable to a provincially regulated employment relationship. Quebec civil law, collective agreements, statutory appointments and sector rules require their own review.

Sources are reference points with stated scope, not an exhaustive national legal search. Record the actual contractual wording, the source version and any professional advice you rely on. A review date you enter is a management date, not a legal limitation period.

Use a case reference instead of unnecessary personal details. Do not enter a diagnosis, personal account number or unrelated third-party information. Customer work stays private and is not copied into the public research corpus, University or an AI training dataset.

Ontario, Alberta and federal sources are separate examples, not interchangeable rules. This version intentionally does not calculate notice, severance or limitation periods. Other provinces and territories, Quebec civil law and collective agreements need their own review.

The full tool includes 11 developed fields, a complete fictional example, source references, private saving, revision history and editable exports.