To do this over email?

I had the same with a lady we bought in for our business as administrator. She completely lied on her CV as to what she could do (we work in construction so said she could do VAT returns, CIS etc) and we had to let her go. I was the same, up all night worrying but bought her into the office and as she was on probation just had a quick chat with her and said it wasn’t working out. Felt so much better once it was done even though I felt awful doing it to her at the time. You have to do what’s right for your business unfortunately! I would either call or a quick chat face to face when she’s next in. Good luck!

But isn’t the email out of the blue too? How is it any better?

employment has nothing to do with notice
contracts do

self employed and my contracts allow for three months notice - payable whether the services are used or not

Its not a firing though, its terminating service
OP needs to bide by the T's and C's of any contract and she can soften the blow a bit but nobody is getting fired

I’d prefer a phone call.

I would HATE for this to be a phone call if it was me on the receiving end. Definitely an email with the offer of a follow up call would be my preference.

Email to say you haven’t been successful at interview is very different to essentially being sacked/made redundant.

Did she give you a contract or vice versa OP?

All my contracts state I need 30 days notice to end working together- in practice I don't actually keep working for 30 days but I bill another month's invoice.

I can almost guarantee there’s an age split on the vote here, with the “phone call” brigade being over 40 (like me) and the majority of “email” voters being younger. Maybe if she’s young she’d prefer an email?!

What does the contract say about early termination?

She’s not “being sacked” though. She’s a self employed person who presumably works for other businesses as well, she’s a supplier of services that aren’t required anymore.

She's not an employee so I'd say email is perfectly acceptable. You don't owe her an explanation like you would an employee which I think is clouding peoples replies.

1. when she is next in the office.
2. phone call

Back either of these up in an email after.
It’s rude and disrespectful to email.

I am assuming you have some form of contract or agreement so will be paying her notice.

Email, unless the service contract says differently.

She’s a supplier and it’s normal to terminate by email in a neutral and professional way.

Unless there’s a drip feed that she’s actually a user of your business then you don’t need to maintain any sort of relationship following.

(context: I’ve worked for a marketing agency)

Phone.

That’s horrific firing someone by email. Truly horrific. I would be so upset if I was fired by email and couldn’t even be bothered to speak to me about it. I would then go to being very angry. It’s incredibly unprofessional.

I think email with the offer of a phonecall should she wish to discuss further is the best option. I'd hate to be put on the spot on the phone. If you can afford, it'd be nice to pay a bit of notice period.

Well hopefully it wouldn't be a call out of the blue. Do you not have regular meetings? Or you could schedule in a call with her to discuss her contract.

Ideally you should give her feedback as to why you no longer want her services so you she try to address the issues going forward. She may also have some valuable feedback for you.

Obviously you are not obliged to, but if running this business is going to end up being long term for you, practice with having difficult conversations would be beneficial for you.

I would always email in this situation. For clarity and as a record of the conversation. She can then receive and process and you won’t be in an uncomfortable call. I would suggest offering a call to discuss in the email.

Terminate via email as per the contract that I’m sure she provided?

(or perhaps not as she sounds rubbish)

separately it’s crazy how many people here don’t fully understand IR35!

Agree that her circumstances are not the same as a normal employee, for whom I would say a face to female discussion should be warranted, so think email with offer to discuss if she wants is fine.

I suppose the only thing to be wary of with email is if it goes into her junk mail and she turns up as normal ready to work, so maybe have a back up plan for how you'll handle that!

I was going to say exactly this!
no need to a phone call, an email can be read in her own time.
I would always prefer this time of message to come via email.

I would telephone and tell her exactly why you're not using her. This is her career she needs to know what she is doing wrong to fix it. Be as kind as possible.

I would hate to be called in those circumstances. I would just rather receive an email - with an invitation to speak if any further clarification is required.

I would far rather an email in this situation!