To examine some of the psychological issues inherent in the employee termination process and the role of the psychologist in addressing these issues, five-question surveys were completed by approximately 60 human resources administrators in business organizations and interviews were conducted with approximately 10 human resource managers. The results indicated that, on issues of concern to organizations terminating an employee, treating the individual with fairness received the highest ranking followed by concern over the threat of wrongful discharge suits, the impact on remaining employees, direct costs of termination, and the possibility of psychological problems. With respect to the terminated individual, organizations were most concerned with his loss of self-esteem, anger, inactivity in the job search, and marital and family problems. With respect to the terminating executive, organizations were concerned about avoidance of the problems and delays of the termination. As psychologically trained outplacement counselors or human resource executives, psychologists can: (1) help organizations understand the psychological implications of termination and formulate humane policies; (2) help terminating executives to understand their own anxieties and communicate more effectively; and (3) serve the terminated employee through the use of supportive counseling, therapy, assessment, and behavioral and learning strategies. (Survey questions and the prioritized list of responses are appended.) (NRB)