How to avoid making someone lose their job unfairly in 2026?

[Molly]

I’ve seen this play out before, and it’s rarely about one person trying to push someone out. In most cases, when someone loses their job, it’s because of clear performance or conduct issues that were documented and addressed over time. The ethical way to handle a situation where you believe someone shouldn’t stay in a role is through proper performance management. That means setting clear expectations, providing regular feedback, offering training or support, and then escalating if there’s no improvement. You should never try to “make” someone lose their job through gossip, sabotage, or withholding information — that’s toxic and often illegal in many English-speaking countries, especially under employment laws like the Fair Work Act (Australia) or Employment Rights Act (UK).

If you’re a manager, the right approach is to have a structured conversation about what’s not working and give the employee a chance to improve. Most companies have a Performance Improvement Plan (PIP) process. If the person still can’t meet expectations after a reasonable period, then termination might be the outcome — but it’s a process, not a personal vendetta. Data shows that 70% of terminations in the US are due to performance issues, not misconduct (Source: SHRM 2024). So the key is to focus on facts, not feelings.

Reason for Termination	Percentage (US, 2024)
Performance issues	70%
Misconduct or policy violations	20%
Redundancy / layoffs	10%

Bottom line: Don’t try to make someone lose their job — it’s unethical, risky, and damaging to your own reputation. Instead, focus on honest communication and fair processes.

[DiEvan]

Honestly, trying to “make” someone lose their job is a huge red flag for your own career. I’ve seen people get fired for being toxic themselves. The only professional way to address a poor performer is through documented feedback loops. If you’re a coworker, stay out of it — let HR and managers handle it. If you’re the boss, use a clear PIP and give them a fair shot. Anything else backfires.

[VanHailey]

From a team perspective, if you’re thinking about making someone lose their job, you’re probably dealing with a difficult personality or low output. But don’t take matters into your own hands. Instead, raise concerns with your manager or HR using objective examples. In most companies, termination is a last resort after coaching, warnings, and a PIP. Focus on what you can control: your own work and team culture.

[DeAllie]

I’ve been in HR for a while, and the only time someone’s job is at risk is when there’s a clear pattern of underperformance or misconduct. Trying to orchestrate someone’s firing is a fast track to legal trouble for you. Document everything — if you’re a manager, use a PIP. If you’re a peer, stay neutral. The best way to prevent someone from losing their job is to help them improve, not to push them out.

[CourtneyDella]

As someone who’s navigated layoffs, I can tell you that making someone lose their job is never a good strategy. It breeds distrust and lowers morale. If you’re concerned about a colleague’s performance, talk to them directly first. Most workplaces have a progressive discipline policy — verbal warning, written warning, PIP, then termination. Jumping to the last step without a fair process is unethical and often illegal. Protect your own integrity.