End of service

Confirm the end date of service with the employee.

Provide written notice of termination or resignation.

Schedule an exit interview.

Prepare and gather necessary documentation (e.g., final paycheck, benefits information).

Collect any outstanding documents from the employee (e.g., company property, confidentiality agreements).

Calculate final pay, including any unused vacation or sick leave.

Discuss the status of health insurance and other benefits post-employment.

Ensure that retirement account information is provided.

Create a transition plan for ongoing projects and responsibilities.

Assign tasks to other team members where necessary.

Schedule meetings to discuss project status and knowledge transfer.

Revoke access to company systems and accounts.

Retrieve company devices (laptops, phones, etc.).

Change passwords for shared accounts, if applicable.

Here are some additional steps that could be included in the IT and Security section of the New End of Service Checklist

Ensure all company data is backed up from the employee's devices

Disable remote access to company networks (VPN, etc.)

Conduct a security audit of all devices previously assigned to the employee

Remove the employee from any distribution lists or groups related to company communications

Update documentation regarding the employee's roles and access rights

Ensure compliance with data protection regulations (e.g., GDPR) for any data the employee had access to

Verify the employee's exit from any third-party applications or services used by the company

Review and update any physical security access (key cards, office entry codes, etc.) associated with the employee

Notify relevant teams (e.g., IT support, facilities management) of the employee's departure for any further actions required

Ensure all proprietary information has been returned and is not stored on personal devices

Conduct the exit interview to gather feedback.

Document the employee's reasons for leaving and any suggestions for improvement.

Discuss the possibility of future employment or rehire.

Inform the team or department about the employee's departure.

Update organizational charts and directories as needed.

Consider a farewell message or event, if appropriate.

Ensure compliance with labor laws and company policies.

Document the termination process for legal protection.

Review any non-compete or non-disclosure agreements.

Check in with the employee after their departure for any outstanding matters.

Review the exit process for any improvements for future terminations.