When you want to end someone’s role, the EOR doesn’t decide — you do. You tell the EOR to terminate; they execute it under local law. Your job is to know what that means in each country so you don’t under-budget notice, severance, or procedural steps.

General flow. You instruct the EOR (in writing, per your service agreement). They issue notice, run any required process (consultation, hearing, or paperwork depending on the country), and process final pay and any severance. You typically pay the EOR for the notice period and severance; they pay the employee. Some EORs charge a one-time termination or handover fee. Agree on that upfront.

South Africa. The LRA and BCEA govern. You need a fair reason (conduct, capacity, or operational requirements) and a fair process. Summary dismissal for gross misconduct is possible but narrowly interpreted. For retrenchment (redundancy), consultation with the employee (and possibly a union) is required; failure can make the dismissal unfair. Notice: 1–4 weeks depending on tenure (BCEA minimum). Severance: at least one week’s pay per completed year of service for retrenchment. CCMA and labour courts can order reinstatement or compensation (up to 12 months’ pay) for unfair dismissal. The EOR will handle the paperwork; you must have a valid reason and have followed a proper process.

Nigeria. Termination can be with notice or for cause. Notice is typically one month or as per contract; payment in lieu is common. No statutory severance for ordinary termination; contract may provide for gratuity or ex-gratia. Wrongful termination can lead to damages (often the balance of the notice period or contract). Pension contributions must be remitted up to the last day. The EOR will align the contract and process with the Labour Act and any sector rules.

Kenya. Employment Act sets minimum notice (e.g. 28 days for monthly paid) and requires a valid reason and due process for termination. Severance isn’t automatic; it applies in specific situations (e.g. redundancy). Unfair termination can result in reinstatement or compensation (up to 12 months’ pay). Leave and final pay must be settled. NSSF/NHIF through last day.

Egypt. Labour Law requires justified cause or mutual agreement. Notice periods and end-of-service indemnity (often one month’s pay per year, capped) apply. Procedural missteps can lead to reinstatement or extra compensation. Social insurance through final month.

Ghana. Labour Act provides for notice and, in redundancy, consultation and sometimes severance. Unfair dismissal claims can result in compensation. Final pay and any accrued leave must be paid.

Practical takeaways. (1) Don’t assume “at will” — most of Africa requires reason and process. (2) Budget for notice (or pay in lieu) and any mandatory severance. (3) Let the EOR run the process; they know local forms and timelines. (4) Document the business reason and any consultation or hearing. (5) Confirm who pays the EOR’s termination fee and any handover cost. Plan the exit before you give the instruction so timelines and cost are clear.