- Be prepared - people leave their jobs for a variety of reasons and it is vital you have a policy in place to establish what your ‘exit’ process is, so everyone knows what is expected of them.
- Determine which day they will actually finish - will they be working their full notice period or taking any remaining paid holiday?
- Work out what projects can reasonably be finished within their notice period and ensure that they are managing them effectively.
- Consider asking them to sign a confidentiality agreement to protect your data when they leave.
- Secure your IT - ensure that access to your systems is suspended and all relevant passwords are changed.
- Reassign work to your existing team until a replacement can be found.
- Ensure the departing employee writes a thorough handover document detailing each of their tasks and including any key contacts.
- Work out the final salary as your employee may be entitled to additional pay for untaken holiday, bonus payments or statutory sick pay.
- Hold an exit interview asking for their honest feedback on their reasons for leaving.
- Ensure any reference you provide is honest, accurate and fair.
- A valued employee’s leaving can be stressful, but try to end their employment on good terms - many firms throw a party or buy gifts to say goodbye.
- conduct an exit interview
- pay your leaving employee any outstanding salary
- provide a reference if requested
- forget to change IT passwords
- expect your employee to manage the handover alone
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Browse topics: Employment law