Most wrongful termination cases aren't lost on the decision. They're lost on the paperwork.
The 5 documentation gaps that turn a defensible termination into an expensive claim, and the two-minute habits that close them.
If you manage people, you'll eventually have to let someone go. The legal risk almost never comes from the decision itself. It comes from what wasn't written down along the way. This free one-pager walks through the five most common documentation mistakes I see employers make, and exactly what to do differently. No email spam, no sales pitch. Just the guide.
Five gaps we see in almost every file
Each one shows up in the guide with what it looks like, why it's a problem in front of a judge or an EEOC investigator, and the habit that fixes it.
The verbal warning gap
Coaching conversations that happened but were never written down.
The vague write up
Documentation too general to show what actually happened, or when.
The inconsistent trail
One employee's file looks nothing like another's for the same issue.
The missing timeline
No clear record connecting the performance issues to the termination date.
The post decision silence
What should be documented right after the meeting, and almost never is.