[2.07 g. 11:00 AM] The “Loss of Trust” Pitfall: What must actually be stated in the termination letter?

25.06.2026

Want to fire an employee simply because you don’t trust them?

That is not enough. Terminating an employee due to a loss of trust requires hard facts and specific behaviors.

Employment is a lot like marriage 😊 – trust is always lost for a reason. If an employee broke an important promise, bypassed procedures, or started acting to the company’s detriment, it is these specific actions that constitute the real reason for parting ways.

The court demands concretes: witness testimonies, email correspondence, and documentation. It must be crystal clear from these records that further cooperation with this person is simply impossible.

So, how do you properly draft a termination notice? When is a reason strong enough for a standard termination, and when does a summary dismissal (firing for cause) come into play? How can you safely and legally describe the reasons for parting ways, and how do you translate a “loss of trust” into hard, undeniable facts on paper?

If you want to know the answers to these questions, join us!