If an employee in Germany is the subject of an internal
investigation and the suspicion of misconduct is substantiated, his
or her employers often faces a difficult question: when is the
right time to terminate? This article explains why sooner is better
than later.
A company has indications that an employee has behaved
'improperly'. An internal investigation is initiated. In
the process, specific suspicions are substantiated. These may be
enough to justify an effective extraordinary dismissal. At the same
time, there is good reason to believe that further misconduct by
this employee could be uncovered if further investigations were
conducted.
Question: should the employment relationship be
terminated as soon as the first suspicions are substantiated or
should further investigations be carried out first?
