Need to have a hard conversation? We got you.

The impact on workplace culture

One toxic client can create ripple effects across your organization. Rudeness, unrealistic demands and constant scope creep don’t just derail projects, they chip away at morale and focus. HR teams work hard to build positive cultures; the wrong clients undo that progress.

Employee stress and burnout

HR is tasked with retaining top talent, and that means creating a safe, respectful work environment. When employees are managing hostile or disrespectful clients, stress skyrockets and satisfaction drops. Supporting your team sometimes means drawing a hard line.

They don’t respect boundaries

Work-life balance matters. If a client ignores timelines, demands late-night responses or constantly shifts expectations, your team pays the price. HR can lead by modeling and protecting healthy boundaries, especially when client behavior crosses the line.

Introducing unnecessary risk

Clients with unclear expectations, shaky finances or a history of conflict with other vendors aren’t just hard to manage, they can put your business’s reputation, compliance and stability at risk. HR plays a vital role in identifying red flags that affect both people and policy.

Your instincts say no

HR leaders know that people decisions aren’t always black and white. If something feels off, even without a clear reason, trust that gut feeling. It’s often your experience telling you to proceed with caution.

This article features:

• What should you include in an employee termination letter?

• Optional items to include in a letter of termination

• What not to include in a termination letter

• Sample letter for termination without cause because of layoff, downsizing, or job elimination

• Sample letter for termination with cause for poor job performance or misconduct