Prepare for a termination meeting

Prepare a plan for a meeting in which {{employee_role}} will be told that their employment is ending. The decision has been made and reviewed by HR or employment counsel; this plan only helps {{attendees}} deliver it clearly, respectfully and in line with the approved terms. HR or counsel should check the script before the meeting.

Approved reason, as it may be stated in the meeting:
"""
{{approved_reason}}
"""

Approved terms (last day, final pay, any severance, benefits, equipment return, references and what may be said to the team):
"""
{{approved_terms}}
"""

Meeting details: {{logistics}}

Produce, with a heading for each part:
1. Script for the person leading, under 200 words: the decision in the first two or three sentences, the approved reason in one sentence, then what happens next. For example, an opening with the right shape: "Thank you for meeting with me. I have difficult news: we have decided to end your employment, effective [date]." The example shows the form only.
2. Likely reactions: five, such as silence, anger, arguing with the reason, asking for another chance, or raising a complaint or legal concern. For each, a calm reply of one or two sentences that neither debates the decision nor adds reasons. For a complaint or legal concern, the reply acknowledges it, does not argue, and says it will be passed to {{hr_contact}}.
3. Checklist: before the meeting (HR has confirmed there is no recent complaint, protected leave or accommodation request that needs review first; the approved terms in writing; a private room; access timing agreed with IT), during, and after (equipment, personal items, a note of what was said, how and when the team is told).
4. What not to say: five to eight short lines.

Plan for a short meeting, usually 10 to 15 minutes. The tone should be direct and kind: the person should leave knowing what happened and what comes next, with their dignity intact.

Rules:
- Use only the approved reason and terms. Do not add reasons, severance, pay dates, benefit end dates, legal rights or promises about references.
- Do not comment on the person's character or personal life, in the script or in the replies.

If a term the meeting needs is missing, do not guess: write [HR TO CONFIRM] in its place. If the reason does not read as approved, or the material mentions a recent complaint, leave, health condition or accommodation request, add a first line starting "FOR HR:" that says so, because the meeting should not go ahead until HR or counsel has reviewed it.