In the modern world of professional activity, dismissal is becoming an integral part of everyone’s career. This situation often raises many questions: which reasons are acceptable for dismissal, and which may have negative consequences? Understanding these factors is important for both employees and employers. In this article, we will look at the main acceptable reasons for dismissal, their impact on reputation and career prospects, and the reasons for dismissal that may cause difficulties in further employment.
How are the Reasons for Dismissal Divided
The reasons for dismissal are called “grounds for dismissal.” The grounds for dismissal are listed in the norms of the Labor Code of Belarus; it is impossible to determine your reason for dismissal. You can resign for the following reasons:
- By agreement of the parties.
- Due to the fact that the fixed-term employment contract expired.
- In case of termination of the employment contract at the employee’s request.
- At the employee’s request, when an employment contract has been concluded with him indefinitely.
- At the initiative of the employer.
- By transfer to another employer.
- If an employee refuses to move to another area with the company.
- If an employee refuses to continue working after a change of ownership of the company, a change in working conditions, or a reorganization of the company.
- Under circumstances that do not depend on the will of the parties.
- If an employee does not want to continue working when such an unwillingness arises during the probation period.
How Can a Potential Employer Find Out about the Reason for your Dismissal from the Previous Job
Upon dismissal, an employee’s employment record is made concerning the Labor Code norm, which prescribes the basis for dismissal. At the interview stage for a new job, they may be asked to show the workbook and clarify the reasons for the dismissal.
It is not recommended to talk about bad relationships in the team at the interview, regardless of the reason for which you were dismissed. It may give the opposite impression of what you want and present you as unable to work in a team. Try to correctly comment on the employer’s interested entries in your workbook.
How do the Reasons for Dismissal Affect an Employee’s Reputation and Career Prospects
1. Dismissal by agreement of the parties or of your own will for valid reasons
If an employee leaves for reasons such as a desire for professional advancement, a change of residence, or family circumstances, it rarely harms their reputation. Employers usually perceive such decisions as a natural part of career development.
2. Dismissal by agreement of the parties
This option allows the employee to maintain a positive image, especially if the dismissal is unrelated to serious conflicts. However, potential employers may specify the departure details to understand the reasons for the separation.
3. Dismissal due to staff reduction
Downsizing rarely negatively affects an employee’s reputation, as it is an employer’s decision, not the result of an employee’s actions. However, a long break from work after a reduction may raise questions from future employers.
4. Dismissal on the initiative of the employer for violation of labour discipline
If an employee is dismissed for being systematically late, failing to fulfil duties, or violating corporate policy, this can seriously undermine their career prospects. Such cases can negatively affect recommendations and make it more difficult to find a new job.
5. Dismissal due to conflict with management or team
If the reason for leaving was an open conflict, especially if it is documented in official company documents, this may affect the employee’s reputation. Employers may be afraid of possible difficulties in the team.
6. Voluntary dismissal without explanation
Although this option is possible, it may arouse suspicion among future employers, especially if the employee often changes jobs. It may give the impression of instability and lack of loyalty to the company.
In general, the reason for dismissal affects career prospects, depending on how potential employers perceive it. Transparency, professionalism, and the availability of positive recommendations can offset negative consequences even in difficult situations.
Valid Reasons for Dismissal
An employee may terminate a fixed-term employment contract before the end of its term for valid reasons. There is no clear list of valid reasons, but some of them are mentioned:
- An employee’s illness or disability.
- An employee’s admission to military service under a contract.
- Other valid reasons that prevent the performance of work under an employment contract (for example, moving to another area).
- When an employer violates the requirements of labour regulations, a collective agreement, or an employment contract, the court, the trade union, and the state labour inspectorate determine the violation.
We recommend that you have confirmations and documents to assess the acceptability of a potential employer’s reasons for dismissal.
Valid Reasons for Early Dismissal of the Head of the Company
The head of a company who is employed may leave early (before the end of his employment contract) for the following valid reasons:
- Retirement age.
- Disease.
- Caring for a sick family member.
- Violation of the terms of the employment contract by the owner of the company.
Acceptable Reasons for Dismissal
The new employer determines the acceptability of the reason for dismissal. He evaluates how much the reason for your dismissal from your previous job may affect your performance of tasks at your new workplace. When your workbook has a neutral record of dismissal (at your own request, by agreement of the parties, due to the expiration of the employment contract), you will be asked about the reasons why you decided not to continue working at your former company.
A new employer usually considers the following reasons for dismissal from a previous job acceptable:
1. Career development
- Lack of growth opportunities.
- The desire to change the field of activity.
- Transfer to a higher position.
2. Personal circumstances
- Moving to another city/country.
- Changing family circumstances.
3. Improving working conditions
- The desire to receive a higher salary.
- Finding the best work-life balance.
- Improvement of the social package and bonuses.
4. Organizational changes
- Staff reduction.
- Liquidation of the company or closure of a branch.
- The reorganization led to the abolition of the position.
5. Previous work does not meet expectations
- Different career development visions.
- Mismatch of company and employee values.
- Excessive workload or lack of clear responsibilities.
6. Conflicts (within reasonable limits)
- Change of leadership and change of corporate culture.
- An uncomfortable working atmosphere (without harsh criticism).
The main thing is to present the reason for the dismissal in a way that shows it was a conscious step related to professional or personal development, not problems with discipline or incompetence.
Acceptable Reasons for Dismissal that did Not Depend on the Wishes of the Employee and the Previous Employer
There may be circumstances when an employment relationship needs to be terminated regardless of the desire of the employee and the employer, and the employee cannot be transferred to another job. Such circumstances are not considered unacceptable reasons for dismissal, which may affect the work record. For example:
1. An employee has resigned due to conscription or has been assigned to alternative service.
2. The court reinstated the employee who had previously performed this work.
3. The state has imposed restrictions on certain activities, making it impossible to continue working.
What Reasons for Dismissal Can Cause Difficulties in the Future
Some reasons for leaving your previous job, written in the workbook and voiced by you at the interview, may cause difficulties in subsequent employment. Here are examples of such reasons:
1. Dismissal for violation of labour discipline
If an employee has been fired for non-compliance with corporate rules or other violations (appearing at work intoxicated, using substances and alcohol during working hours or at work), in that case, this may alert the future employer.
2. Conflict with management or colleagues
If the reason for the dismissal was a serious disagreement with the boss or the team, the new employer may doubt the candidate’s ability to work in a team and obey the company’s rules.
3. Unsatisfactory work results
If an employee has been dismissed due to insufficient qualifications, low productivity, or non-compliance with the position’s requirements, this may raise doubts about their professional skills.
4. Dismissal for loss of trust
In case of dismissal due to ethical violations, information leaks, financial fraud, damage to the employer in the amount of more than three average monthly salaries or other serious misconduct, it will be extremely difficult to restore the reputation.
5. Frequent job changes without explainable reasons
If a candidate’s resume contains too many short work periods for no good reason, the employer may consider him unreliable and not inclined to long-term cooperation.
6. Leaving on your own without a clear reason
If a candidate has left the job and cannot explain the reason or the explanations look unconvincing, this may raise suspicions of instability or unpredictability of his behaviour.
7. Contact with questionable companies
If the previous employer had a bad reputation and was involved in fraud or illegal activities, this may affect the former employee’s reputation.
8. Dismissal in connection with a criminal offence
Finding employment for an employee who was dismissed may be difficult because the court sentenced him in a criminal case, and the imposed punishment precluded continued work.
9. Dismissal due to absenteeism
When an employee has a record of dismissal due to absenteeism in the workbook, they will have to answer questions about the reason for absenteeism during interviews. Absenteeism refers to absence from work for more than three hours during the working day.
10. Administrative arrest
If an employee was absent from work due to his administrative arrest, he must be dismissed. At interviews, they will ask about the reasons for bringing to administrative responsibility, and employers often consider this reason for dismissal as negative.
Special Grounds for Dismissal
Some employees may be dismissed under special circumstances for additional reasons that are considered negative. Here are some examples:
1. Violation of their labour duties by the head of the company, its branch, representative office, deputies, chief accountant and deputies. One fact of such a violation is enough. For example, you can be dismissed because the head concealed the facts of violation of labour duties by company employees and delayed the payment of the wages without valid reasons.
2. Immoral act on the part of an employee who performed educational functions.
3. Disclosure of a company’s trade secret by an employee who had access to it.
4. Violation of the procedure for handling personal data.
In conclusion, formulating the reason for dismissal from a previous job is important when looking for a new job. Acceptable reasons are beyond a potential employer’s doubt and reflect professional growth or objective circumstances. These include downsizing, company liquidation, lack of career development opportunities, relocation, change of professional interests, or a desire to improve working conditions.
The main thing is to honestly and competently explain your dismissal, avoiding negative statements about your former employer. It will help to create a positive impression and increase the chances of successful employment.
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