Best Practices for Conducting Terminations with Dignity and Safety

Workplace terminations are some of the most difficult and sensitive moments in any organization. While they are sometimes unavoidable, how they are handled can make all the difference in ensuring safety, preserving dignity, and preventing dangerous escalations. One case that has remained in my mind over the years is the tragic 2019 Henry Pratt Company shooting in Aurora, Illinois.

On February 15, 2019, Trevor Wehner, a 21-year-old HR intern, was killed on his first day while attending a termination meeting for an employee, Gary Martin. Wehner was an honors student at Northern Illinois University, set to graduate with a degree in Human Resource Management just months later. That day, he was sitting in a meeting where Martin, a longtime employee, was being terminated—when Martin suddenly opened fire, killing Wehner and five others. The shooter was eventually killed by police after a brief gunfight, but the damage was already done.

This horrific case is a somber reminder of the real dangers associated with terminations, particularly when emotions run high. As HR professionals, leaders, and business owners, we must be proactive in handling terminations professionally, respectfully, and most importantly—safely.

Best Practices for Conducting Terminations Safely and Professionally

1?? The Direct Supervisor or Manager Should Deliver the Termination, Not HR HR should not be the one to say, “You are being terminated.” This message should come from the employee’s direct supervisor or manager, as they have the working relationship and authority. HR’s role is to be a neutral, impartial mediator—ensuring that the termination is conducted professionally, fairly, and without unnecessary confrontation.

2?? HR Must Be Present to Oversee the Process While HR should not be the one delivering the termination, we absolutely must be in the room. Our role is to ensure the conversation is handled with dignity and respect, answer questions about severance, COBRA benefits, retirement plans, and final paychecks, and serve as a buffer to de-escalate emotional reactions.

3?? Assess Potential Risks Before the Meeting In high-risk terminations—such as when an employee has a history of aggression, verbal threats, or emotional instability—it’s crucial to involve security or law enforcement before the meeting. Some organizations conduct a threat assessment before a termination to determine whether additional safety measures are needed.

4?? Hold the Meeting in a Safe Location The termination meeting should take place in a neutral, private, and safe space—preferably in a conference room near an exit. The seating arrangement should allow HR and the manager to be closer to the door, so they are not physically blocked in if an employee reacts violently.

5?? Have a Security Plan in Place Organizations should have a clear plan for handling difficult terminations, including when to involve security, how to de-escalate tension, and how to escort an employee from the premises safely. In some cases, it may be best to conduct terminations via video call to reduce risks altogether.

6?? Communicate with Empathy and Respect Regardless of the reason for the termination, employees should always be treated with respect. A termination should never be cold or robotic. The goal is to acknowledge the difficulty of the situation while keeping the conversation brief, direct, and professional.

Why This Matters for HR Professionals and Leaders

The case of Trevor Wehner is heartbreaking, but it serves as an important reminder that terminations can have real and tragic consequences when not handled carefully. As HR professionals, our job is to protect both employees and the organization by ensuring these conversations are handled with strategy, professionalism, and safety in mind.

While we cannot predict every reaction, we can implement best practices that minimize risks, preserve dignity, and uphold our role as HR professionals—as the bridge between employees and management, and as the impartial, neutral mediators who ensure fairness and respect in every difficult conversation.

Elga Lejarza

Founder & CEO

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