The summer is here and our firm has seen a myriad of issues in the first half of the year.
Naturally, executive employees want to know how to navigate terminations.
Business owners want to know how far their rights go, and how to cut their risk before facing an expensive claim.
Below are a few of the employment questions we heard most in the first six months of 2026.
A. Almost certainly not. Terminating an employee for cause is considered the capital punishment in employment law. Employers must meet an exceedingly high bar to justify a for cause termination backed with strong, credible evidence.
Employers are responsible for proving cause, and the law presumes there is no cause until proven. That means any termination, by default, is considered to be not for cause and that employees generally are entitled to at least some pay when terminated.
Poor performance rarely clears the high legal bar employers need to pass to prove cause. To rely on it, an employer usually needs to have set clear expectations, warned you in writing that your work was falling short, given you a real chance to improve, and told you your job was on the line. No warnings and no investigation make a cause claim very hard to defend. If the employer got it wrong, you are likely owed a termination payout, and possibly more for the way the termination was...
TikToker, Camilla Alhassan has been sentenced to one year in prison by the Accra Circuit Court after pleading guilty to offensive conduct and the publication of false news. The sentence was handed...