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> Employee exit
Employee exit
1. Notification and Documentation
Confirm receipt of resignation or termination notice.
Schedule exit interview with the employee.
Notify relevant departments (HR, IT, Finance, etc.).
Document the reason for departure.
2. Knowledge Transfer
Identify critical tasks and responsibilities.
Schedule knowledge transfer sessions with team members.
Collect outstanding work and projects for handover.
Ensure documentation of processes and procedures is updated.
3. IT and Access Management
Revoke access to company systems and accounts.
Collect company-issued devices (laptops, mobile phones, etc.).
Ensure data backup and transfer of personal files, if applicable.
Change passwords for shared accounts.
4. Final Payroll and Benefits
Calculate final paycheck, including unused vacation or PTO.
Review and explain benefits continuation options (COBRA, etc.).
Provide information on retirement plan options.
Ensure all deductions and reimbursements are processed.
5. Exit Interview
Conduct exit interview to gather feedback.
Document insights for future improvements.
Discuss employee’s experience and reasons for leaving.
Encourage the employee to provide constructive suggestions.
6. Offboarding Process
Provide employee with a formal exit confirmation letter.
Review and collect any company property.
Ensure completion of any necessary exit paperwork.
Discuss any ongoing responsibilities, if applicable.
7. Communication
Inform team members of the employee's departure.
Announce any changes in roles or responsibilities.
Consider sharing the news with clients or external stakeholders, if necessary.
Encourage team to maintain professionalism and support during the transition.
8. Post-Exit Follow-Up
Schedule a follow-up to ensure all offboarding tasks were completed.
Review feedback from exit interview for actionable insights.
Maintain a positive relationship with the departing employee for potential future opportunities.
Update internal records and systems to reflect the employee’s exit.
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