Business Security for High-Risk Employee Terminations: Best Practices in Michigan

Employee terminations have always carried an element of uncertainty, but the stakes are higher than ever in 2025. Recent 2020 data from the U.S. Bureau of Labor Statistics shows nearly 400 workplace homicides and more than 37,000 intentional-injury cases in a single year, while separate studies still record about 1.3 million non-fatal workplace-violence incidents annually.

Forecasts indicate that nearly half of employers may conduct layoffs this year, driven primarily by macroeconomic factors such as cost-cutting (54%) and organizational restructuring (45%), rather than employee performance. With many of these layoffs occurring remotely, the emotional impact on departing employees and the broader company culture is likely to be significant.

As a result, some employee departures may be emotionally charged or even volatile, contributing to challenges in morale, mental health, and future workplace dynamics.

Security personnel now play a critical role in supporting safe, respectful, and controlled terminations—especially in high-risk scenarios. At Grey Dog Security, we work with companies across West Michigan to ensure these sensitive transitions are handled with professionalism, discretion, and rapid response capabilities.

This article answers common client questions and outlines best practices for managing high-risk terminations from a security perspective.

Why Should You Involve Security During a High-Risk Termination?

When an employee’s exit may be emotionally charged, businesses must be proactive—not reactive—in planning for everyone’s safety. High-risk terminations involve more than just HR protocols or legal notices. They require coordinated planning that accounts for emotional, behavioral, and physical threats.

In these moments, a skilled security presence offers more than just peace of mind. It introduces structure, control, and immediate readiness to intervene if necessary. Most importantly, it sends a clear message that your company prioritizes the safety and well-being of all employees—even during its most difficult decisions.

Key Reasons Security Is Essential:

1. Risk Mitigation

Security guards are prepared to recognize early signs of agitation or escalation, such as tense body language, raised voices, or indirect threats. Their presence reduces the likelihood of conflict and allows for quick, safe intervention if something goes wrong.

2. De-escalation Support

Terminations are emotional by nature. A professional security officer can calmly step in during a heated exchange, use non-confrontational language, and defuse tension—preventing a manageable situation from turning volatile.

3. Workplace Reassurance

When employees know security personnel are nearby, it reinforces a sense of safety and trust in leadership. Even when security is discreet, their presence provides psychological assurance to bystanders and coworkers.

4. Controlled Exit Process

In cases where the terminated employee must leave immediately, guards ensure the individual collects personal items respectfully, avoids contact with others, and exits without confrontation or delay.

5. Legal and Liability Protection

Businesses that include security in termination planning demonstrate they’ve taken reasonable steps to prevent workplace violence. This can help reduce liability, support legal defense, and meet duty-of-care obligations under workplace safety laws.

How Do Security Professionals Help Plan for High-Risk Terminations?

A secure termination doesn’t begin in the meeting room—it starts with a thorough, behind-the-scenes assessment. In high-risk cases, this preparation phase is critical. Security professionals bring a threat assessment lens to the table, working alongside HR, legal, and IT teams to anticipate scenarios, reduce vulnerabilities, and plan responses.

Security guards aren’t just observers; they’re skilled risk evaluators. Their expertise lies in reading behavioral cues, understanding access risks, and coordinating the logistical steps required to prevent a situation from escalating. The more time spent preparing, the smoother and safer the termination will be for everyone involved.

What Security Experts Evaluate:

Behavioral History

Past behavior is often the strongest predictor of future conduct. Security will assess whether the employee has a pattern of aggression, passive hostility, noncompliance, or unaddressed interpersonal conflict—warning signs that raise the risk profile.

Access to Critical Systems

Individuals with control over IT infrastructure, financial systems, facility keys, or sensitive client data pose higher risks. If access isn’t revoked instantly, the potential for sabotage, theft, or system disruption increases significantly.

Recent Triggers or Disputes

Terminations that follow a demotion, disciplinary action, or a denied raise often carry emotional baggage. If the employee believes they were treated unfairly, the risk of retaliation or refusal to comply can rise sharply.

Verbal or Written Threats

Security teams review whether the employee has made any remarks that could indicate future confrontation or revenge. Even subtle threats—like “they’ll regret this” or “I’ll make them pay”—warrant further consideration.

Signs of Emotional Distress

Security officers are prepared to spot erratic or volatile behavior in the days leading up to termination. Sudden withdrawal, mood swings, or hostility can signal that an individual may not respond predictably to bad news.

What Security Guards Do to Prepare:

1. Conduct Site Reconnaissance

They evaluate the physical space where the meeting will occur, identifying secure exits, choke points, and private corridors.

2. Coordinate with Internal Teams

Guards work closely with HR, IT, and management to time their presence, plan the access deactivation schedule, and align on expected behavior from the departing employee.

3. Determine Security Posture

Depending on the risk, guards may recommend a visible presence (uniformed) or a discreet standby (plainclothes)—with clear contingency actions in either case.

4. Develop Emergency Protocols

Officers create and brief the team on exit procedures, room positioning, and emergency intervention plans if things escalate.

What Do Security Guards Do During a High-Risk Termination?

Security professionals manage more than doors—they manage the entire termination environment. Their role begins before the meeting and extends long after the employee exits. Their presence ensures calm, order, and fast response should the need arise.

Whether the situation is straightforward or tense, having a professional security on-site communicates structure, protects remaining staff, and allows HR and legal teams to focus on communication, not conflict resolution.

Before the Termination: Strategic Preparation

• Inspect the Site Layout

Security evaluates the office or meeting room in advance, identifying secure locations for the conversation and safe exit paths.

• Plan Access Revocation Timing

Working with IT and facilities teams, they schedule badge deactivation, email and VPN access shutdowns, and building lockout procedures for precise timing.

• Discreet Deployment

Depending on company culture and risk level, guards may position themselves nearby without being visible, maintaining normalcy while remaining ready.

During the Termination: On-Site Control and De-escalation

• Standby Monitoring

Security waits nearby—close enough to respond quickly but far enough to avoid intimidation—unless requested inside the room for support.

• Escort and Oversight

If the employee is dismissed immediately, they are accompanied by security to collect personal items and exit calmly, avoiding interaction with coworkers.

• Calm Intervention if Needed

If the situation escalates verbally or emotionally, guards use conflict resolution techniques to restore control and prevent the need for physical intervention.

After the Termination: Ongoing Presence and Monitoring

• Increased Patrols

In the hours and days following the termination, patrols are stepped up at entrances, loading areas, parking lots, and vulnerable access points.

• Incident Documentation

Any verbal exchanges, resistance, or suspicious actions are logged clearly in a report shared with HR or legal teams for documentation and follow-up.

• Watchlist Coordination

Guards are briefed on individuals considered high-risk, ensuring they are recognized and denied reentry should they return unannounced.

• Emotional Reassurance

Security remains present—not to create fear, but to support a smooth transition for the remaining team and affirm that leadership is prepared.

How Can You Maintain Confidentiality and Control During a Termination?

Security in high-risk terminations is not just about preventing confrontations—it's also about preventing unnecessary alarm. Confidentiality is vital for protecting the company’s legal standing, ensuring the dignity of the departing employee, and preserving workplace stability. However, when security measures are introduced, businesses often worry they’ll attract attention or signal something is wrong.

Professional security personnel understand how to operate with precision and discretion. Their role is to be present without being disruptive—prepared but not conspicuous. With careful planning, security can become an invisible but essential layer of protection throughout the termination process.

5 Best Practices for a Confidential, Secure Termination:

1. Restrict Internal Knowledge

Only essential personnel should be involved in termination planning—typically HR, legal, IT, and security. Limit information sharing and use secure communications (non-public channels, in-person briefings) to avoid office speculation or leaks.

2. Position Security Strategically

Guards should be stationed near exits, stairwells, and elevators rather than directly outside the termination room. This allows them to act quickly without signaling their involvement to the broader staff or the employee in question.

3. Hold Private Planning Sessions

Avoid open-door discussions or email threads that could be accessed or overheard. Plan terminations in off-site locations or soundproofed conference rooms to ensure confidentiality is upheld throughout the process.

4. Coordinate Timing to the Minute

Badge deactivation, device shutdowns, and termination conversations should occur simultaneously. This minimizes the risk of system sabotage, unauthorized communications, or physical disruption.

5. Use Off-Peak Scheduling

Conduct terminations at the end of the day or week when fewer employees are present. This not only reduces distractions but also protects the privacy of both the departing employee and the surrounding staff.

Trusted Security Guarding Services for High-Risk Terminations Across West Michigan

At Grey Dog Security, we recognize that a high-risk employee termination is not simply an HR procedure—it’s a security-critical event that demands experience, discretion, and swift action. Our team works directly with companies across West Michigan to ensure these sensitive moments are managed with control and professionalism.

Whether your workplace is a healthcare facility in Grand Rapids, a manufacturing plant in Holland, a school in Kalamazoo, or a logistics warehouse in Muskegon, each setting presents its unique challenges.

We adapt to the physical layout, organizational structure, and emotional context of your business while applying consistent best practices for risk management and employee safety.

Why West Michigan Businesses Choose Grey Dog Security?

• Rapid Deployment Across Key Locations

We offer local & responsive support in Grand Rapids, Traverse City, Muskegon, Holland, South Haven, Battle Creek, Kalamazoo, and surrounding communities—ensuring local knowledge and fast action when needed most.

• Integrated with HR, IT, and Legal Teams

Our security professionals coordinate efficiently with your internal staff to create a unified plan that covers access control, safe exit protocols, and post-event monitoring.

• Custom Security Strategies

No two terminations are the same. We assess risk levels, employee history, and environmental factors to deploy the right presence—whether discreet standby or active on-site intervention.

• Experienced, Vetted Professionals

Our guards are skilled in workplace de-escalation, conflict resolution, legal procedure awareness, and emergency response—ensuring safety without creating disruption.

Request Professional Support Today

Grey Dog Security offers security services designed for moments when you can’t afford uncertainty.

Contact our team to schedule a confidential consultation and ensure your next employee transition is safe, compliant, and controlled.

Conclusion

High-risk employee terminations are not just administrative events. They are emotional flashpoints where personal tension meets organizational vulnerability—where one decision, mishandled, can unravel months of progress, fracture trust, or even endanger lives.

In such moments, security must be reframed—not as a reactive measure, but as a proactive leadership function. It is the act of anticipating human behavior, respecting emotional complexity, and protecting both people and infrastructure with clarity and control.

Security professionals offer more than presence. They bring readiness, perspective, and a steadying influence when workplaces are at their most uncertain. They help leaders act not from fear, but from foresight—ensuring that dignity, safety, and accountability remain intact even under pressure.

As organizations face growing legal risks, social volatility, and cultural strain, the role of security in terminations becomes a mirror of modern leadership: quiet, strategic, essential. Not a last resort—but a first principle in protecting what matters most.

Frequently Asked Questions About Security in High-Risk Terminations

1. When should a company involve security in a termination?

Security should be involved when there are behavioral red flags, emotional instability, sensitive access concerns, or legal disputes related to the employee. Early involvement allows for planning, risk assessment, and real-time response readiness. If you’re unsure, it’s safer to consult with a security firm in advance.

2. What qualifies a termination as “high-risk”?

A high-risk termination involves one or more of the following:

• A history of aggression or harassment
• Elevated access to sensitive data or physical infrastructure
• Signs of emotional distress, retaliation, or verbal threats
• Terminations tied to layoffs, performance disputes, or legal tension

Security helps reduce the chance of escalation during these high-stakes transitions.

3. What exactly do security guards do during a high-risk termination?

Guards support the entire process:

• Monitor nearby without creating tension
• Escort the terminated employee off-site if necessary
• Retrieve access cards, devices, or credentials
• Intervene calmly if emotions escalate
• Secure exits, sensitive rooms, and common areas
• Maintain a presence to reassure remaining employees

They also document incidents and remain available post-event.

4. What if the employee returns to the workplace after being terminated?

Security personnel can deter return attempts by increasing visibility, maintaining watchlists, and controlling access points. If a former employee returns without authorization, guards calmly deny entry, escort them off-site, and contact law enforcement if necessary. All incidents are logged and shared with HR or legal teams.

5. What areas in West Michigan does Grey Dog Security serve?

We provide on-site termination security and workplace protection across West Michigan, including:

• Grand Rapids
• Kalamazoo
• Muskegon
• Holland
• Battle Creek
• Traverse City
• South Haven
  …and other nearby cities and communities.

6. Does involving security make the situation more hostile?

Handled correctly, security involvement reduces tension—not increases it. Professional guards are skilled to be non-threatening, calm, and discreet. Their presence shows that leadership is prepared and prioritizes safety, which can help employees feel more respected and supported.