Lineker, who has presented the BBC’s football highlights programme Match of the Day for more than 25 years, is due to due to leave the BBC on Sunday (25 May).
After previously attracting controversy over his social media posts, he was criticised last week for sharing an Instagram post about Zionism that included a picture of a rat, which has historically been used as an antisemitic insult.
According to Alan Price, CEO of HR software business BrightHR, ‘Lineker-gate’ raises questions about how exit or dismissal agreements are reached, and how to manage them.
When high-profile incidents occur, employers might be tempted to dismiss staff straight away, especially if their brand is damaged or the behaviour of senior staff strays away from company values, explained Price.
But “it is unlikely to be appropriate to go straight to dismissal without following a process”, Price told HR magazine.
Read more: Beyond exit interviews: Three steps to productive offboarding
He stated that employers should follow due process if an incident leads to dismissal, taking into account internal polices but also the standing of the staff member.
“Senior employees should be aligned to [the employer’s] values, and set the example for others in the business. If [employers] allow [senior staff] to ‘get away with it’, they may open the floodgates for junior employees to follow suit,” said Price.
If it is decided that an exit is appropriate, consider contractual and legal obligations, Price added. “Communication will also be key to restoring stability both internally and with the public,” he said.
Juliet Taylor, CEO at executive recruiter Starfish Search, added that exiting a high-profile employee is never easy and involves multiple considerations within the HR remit.
She said: “Exiting any colleague, especially someone who is well-known, attracts attention and requires clear legal advice, thorough documentation and strong communication, whatever the circumstances.”
As such, she continued, a succession plan is critical, to help minimise the impact of the exit process.
Read more: How should HR effectively hire into senior leadership roles?
She said: “A succession plan ensures continuity and stability. If departures can be announced alongside a clear forward plan, then it will be easier to retain leadership and manage reactions to the news.”
Like Price, Taylor emphasised that communication is critical, especially when managing media fallout and questions that might arise around organisational values.
She added: “With a high-profile departure, assume everyone will have a view.
“In an age where organisations may be sensitised to reputational issues, be clear with staff about your organisation’s red lines.
“If those are breached, then acting decisively can save your company’s name. If this is a situation you end up in, on either side of the table, do remember that people and organisations move on very quickly.”
