Curious, is it common practice to advise managers *not* to remain in correspondence with a recently terminated employee? An employee was just fired *without* cause (headcount reduction) and has been trying to contact his former manager to stay in touch, etc. The manager has not responded to the employee yet.

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The manager no longer has any obligation to speak to the terminated employee. It’s not about “being advised” and more about “why” someone feels the need to “keep in touch.” HR alarm going off saying the terminated employee is attempting to get the manager to say something that will give them some type of leverage. Nobody is ever “advised” of what to do with their personal life other than to behave ethically and responsibly in whatever personal relationships they choose or choose to not have. Maybe the manager just doesn’t want to talk to them? It is typically advised for managers to not provide “professional references on behalf of the company” as that is a legal risk should the individual feel the “reference was slanderous.”

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Thank you! This is incredibly sage guidance. Yes, our Sr HR team advises against managers contacting terminated employees for legal risks. I was curious if this was common across industries. Thank you!

I’ve never heard of such a thing

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I would think they should be able to give a reference since it was not a performance related firing

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