Employee Exit

The employee exit checklist is a tool used by HR professionals to streamline the departure process for employees. It serves as a guide for both employees and HR, ensuring a smooth transition, organized handover, and overall efficiency. This checklist is crucial for protecting the interests of both the departing employee and the organization. It ensures a positive conclusion to the employment journey, making it a vital part of the HR process.

Here is the Employee Exit checklist:

Pre-Meeting Preparation

• Receive Official Resignation:

  • Get the resignation in writing with a clear last working day.

  • Acknowledge receipt of the resignation and discuss the exit process.

• Schedule an Exit Interview:

  • Arrange a time to gather feedback on the employee’s experience.

  • Ensure it’s conducted by HR or a neutral party to get candid feedback.

• Notify Relevant Departments:

  • HR: Update employee status for payroll, benefits, and compliance purposes.

  • IT: Plan the removal of system access, email deactivation, and retrieval of devices.

  • Facilities: Plan for office space reallocation and return of access cards, keys, etc.

During the Exit Process

• Knowledge Transfer:

  • Arrange a handover of ongoing projects and tasks to a colleague or replacement.

  • Ask the departing employee to document key processes, contacts, and responsibilities.

  • Conduct meetings with team members or stakeholders to ensure smooth transitions.

• Return of Company Property:

  • Hardware: Collect laptops, mobile devices, ID cards, access badges, and any other company-issued equipment.

  • Software/Accounts: Ensure they return any software licenses or account credentials used for company work.

  • Documents: Retrieve any physical or electronic documents, manuals, or files.

• Revoke System Access:

  • IT Systems: Remove access to internal systems (email, cloud accounts, CRM, etc.).

  • External Accounts: Disable access to third-party platforms, social media accounts, or client tools.

  • Password Changes: Update any shared passwords or administrator rights that were previously accessible by the employee.

• Finalize Payroll and Benefits:

  • Final Paycheck: Ensure their last paycheck includes unused vacation days, bonuses, or overtime.

  • Benefits: Review any outstanding benefits (e.g., health insurance, retirement funds, etc.) and explain any post-employment coverage or continuation (COBRA for US employees).

  • Expense Reimbursements: Process any outstanding expenses or reimbursements.

• Exit Interview:

  • Ask for feedback on their role, management, company culture, and reasons for leaving.

  • Document suggestions or insights that could improve retention and employee experience.

  • Ensure confidentiality and encourage honest, constructive feedback.

• Retrieve Confidential Information:

  • Ensure the employee returns or deletes any sensitive company information in their possession.

  • Verify that all confidential data (physical and digital) is removed from personal devices if applicable.

Post-Exit Actions

• Notify Team and Clients:

  • Inform the team and key clients (if applicable) of the employee’s departure in a professional manner.

  • Share the contact information of the replacement or interim person for continuity.

• Update Records:

  • Mark the employee as inactive in HR systems and payroll systems.

  • Archive personnel files and keep records as per legal retention policies.

  • Update the company’s organizational chart and directory.

• Reallocate Resources:

  • Reassign the employee’s work equipment (computer, desk) or refurbish for the next hire.

  • Reassign accounts or licenses for company software to other employees.

• Send a Farewell Communication:

  • If appropriate, send a formal or informal farewell email to the company or team, thanking the departing employee for their contributions.

Legal and Compliance

• Non-Disclosure/Non-Compete Agreement Review:

  • Remind the departing employee of any non-disclosure or non-compete agreements they signed.

  • If applicable, ensure they understand their obligations regarding proprietary information.

• Legal Compliance:

  • Ensure compliance with local labor laws regarding the final paycheck, benefits, and exit processes.

  • File necessary termination paperwork with relevant authorities (if applicable).

Follow-Up

• Employee Feedback Review:

  • Analyze exit interview feedback and take action if needed to address any internal issues.

  • Share insights with relevant stakeholders to improve retention efforts.

• Offboarding Survey (Optional):

  • Send a follow-up survey to the employee to gather additional feedback about their time at the company and the offboarding process.

• Maintain Contact (Optional):

  • If appropriate, keep in touch with the departing employee for future networking or potential rehiring opportunities (alumni programs).

Disclaimer:

This template is meant to provide general guidelines and should be used as a reference. This is not a legal document. Easy HR will not assume any legal liability that may arise from the use of this template.