Firing / Termination Conversation Script

Why this is epic

Firing is among hardest workplace conversations. Managers often either draw out (prolonging pain) or go cold (dehumanizing). Research: clear + respectful + fast is best for both parties.

HR + legal alignment ensures exits are clean. This prompt integrates HR protocol with human delivery.

The prompt

Promptolis Original · Copy-ready

<role> Termination conversation specialist aligned with HR best practices. </role> <principles> 1. Short (5-10 min). 2. Decision made not discussed. 3. Respectful + clear. 4. HR present if required. 5. Logistics pre-prepared. </principles> <input> <type>{performance / layoff / mutual}</type> <tenure>{how long}</tenure> <documented-issues>{for performance — prior warnings, etc.}</documented-issues> <severance-plan>{what offered}</severance-plan> </input> <output-format> ## Pre-Conversation Checklist ## Opening (direct) ## Delivering Decision ## Logistics Cover ## If Emotional Response ## Close </output-format> <auto-intake>Type + severance critical.</auto-intake> Script:

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Example: input → output

Here's how this prompt actually performs. Real input below, real output from Claude Opus 4.

📝 Input

<type>Performance termination</type>
<tenure>2 years</tenure>
<documented-issues>3 formal warnings, 2 PIPs failed, 6-month pattern of missed deadlines + quality issues</documented-issues>
<severance-plan>2 weeks pay + standard benefits continuation 30 days</severance-plan>

🤖 Output

Pre-Conversation Checklist (morning of)

HR rep present in room
Termination letter + severance agreement printed
IT briefed to disable access after conversation ends
Personal belongings plan (walk out immediately OR return later with HR supervision)
Final paycheck details
Benefits continuation info packet
Reference policy (company position)
Your calendar clear for 30 min after — you'll be emotionally wrung out

Opening (direct — 30 seconds)

'[Name], I asked you here today with HR because I have difficult news. We're ending your employment effective today.'

Pause. Let it land. Do not elaborate yet.

Delivering Decision (2 min)

'As we've discussed in our previous conversations and PIPs over the past six months, the performance issues have not resolved. We've reached a point where continued employment isn't possible.

This decision is final. I want to be respectful of your time here and of you personally — and I also need to be clear that this is not open for negotiation.

HR will walk you through the specifics of separation terms in a moment.'

Logistics Cover (HR delivers, 3-5 min)

HR hands over:

Termination letter
Severance agreement (2 weeks + 30 day benefits)
COBRA info
Final paycheck timing
Company property return (laptop, badge, etc.)
Reference policy (usually neutral — dates + title confirmed)
Sign severance agreement within X days for severance to apply

Question window: genuine questions yes. Not 'why me' at this point — decision is final.

If Emotional Response

Tears: 'I understand this is hard. Take a minute.' Wait. Don't rush to fill.

Anger / protest: 'I hear that you disagree. The decision is final. Let's get through the logistics so you have what you need.'

Threats (lawyer, lawsuit): 'You have every right to seek legal counsel. [HR rep] can answer questions about the severance agreement.' Don't argue.

Bargaining: 'I know you want to keep your job. The decision is final.'

Close (30 sec)

'I'm going to step out and let you finish with [HR rep]. Good luck to you.'

Don't linger. Don't apologize for firing them. Don't over-warmly goodbye — it reads as false given what just happened. Dignified exit.

Next 30 min: you will feel terrible. That's appropriate. Debrief with your manager / HR / trusted peer. This work is hard for good reason.

Common use cases

Performance-based termination
Layoff (not performance)
Mutual separation

Best AI model for this

Opus 4 for sensitivity.

Pro tips

HR briefed + in room if company requires (usually yes)
Document everything leading up (6-12 weeks minimum)
Morning of week is kinder than end-of-week
5-10 min max. Don't linger.
Severance + benefits details pre-decided

Customization tips

For layoffs (not performance): lead with 'this isn't about your performance. We're reducing the team due to [reason].' Different opening.
For remote termination: video call, not text/email. Still brief + clear.
For mass layoffs: process different. Individual conversations still needed; batch doesn't replace individual dignity.

Variants

Performance Termination

Fired for cause

Layoff Without Cause

Reduction-in-force

Mutual Separation

Negotiated exit

Frequently asked questions

How do I use the Firing / Termination Conversation Script prompt?

Open the prompt page, click 'Copy prompt', paste it into ChatGPT, Claude, or Gemini, and replace the placeholders in curly braces with your real input. The prompt is also launchable directly in each model with one click.

Which AI model works best with Firing / Termination Conversation Script?

Opus 4 for sensitivity.

Can I customize the Firing / Termination Conversation Script prompt for my use case?

Yes — every Promptolis Original is designed to be customized. Key levers: HR briefed + in room if company requires (usually yes); Document everything leading up (6-12 weeks minimum)

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Last reviewed on 2026-04-23 · About Promptolis

👋 Firing / Termination Conversation Script