Suella Braverman's letter | How to react when an employee's departure turns bitter

When we think of exit interviews, or letters handed to a manager when someone leaves, it's usually in the wake of resignation or redundancy.

There is a difference for many on the circumstances of being sacked, of course - if someone has reached the point where their position is seen by you, the employer, as untenable, do they have a right of reply when told they are being 'let go'? Just because they're being sacked, does it mean they have no right to respond to your decision?

This is what happened with Suella Braverman, publishing her response to Rishi Sunak when he fired her on Monday November 13. In her letter, Suella outlined work she had completed, and discussed how they had worked together on different projects. She wrote: "Someone needs to be honest: your plan is not working, we have endured record election defeats, your resets have failed and we are running out of time. You need to change course urgently."

The onus is often on the employee and whether they will choose to say anything - the risk of burning bridges can be a worry - but what about the managers and HR professionals who are handed (or emailed) letters that rip either themselves or the company apart (or both)?