Employee Offboarding in 7 Steps [+Free Offboarding Checklist]

The employee offboarding process can be a stressful one, with lots of moving parts. But the goal is to make sure your new employees are in good hands and that you don’t waste any time getting them started. Here’s how to do it right!.

The “project offboarding checklist” is a free checklist that can be used to create an employee offboarding process. The process includes 7 steps and the checklist has been created by a team of experts in the field of project management.

After an employee has resigned or been dismissed, offboarding is the process of handling all elements of their departure from your company. You won’t overlook tasks like obtaining your office keys back if you use an offboarding checklist. It also enhances your employer brand by ensuring that each leaving employee is treated fairly and professionally.

Offboarding Checklist for Free

Offboarding checklists are usually internal documents that aren’t shared with the employee. However, do not put sensitive information like the employee’s Social Security number or salary rate on it.

The checklist lists below are intended to act as starting papers that you may change as required to save time. You may add rows to the checklist for extra processes and tasks, as well as columns for notes, resource names, and dates.

You may download the offboarding checklist in one of three formats:

Feel free to alter our free customized offboarding checklist to incorporate information that cover your individual employee leaving procedure after you’ve downloaded it in the version that best meets your requirements. Even if you’re the sole one in charge of employee offboarding, an offboarding checklist, also known as a termination checklist, ensures that you don’t overlook any important departure chores.

What Exactly Is Offboarding?

When it comes to an employee’s final day and what occurs next, offboarding ensures that everyone is on the same page, including the employee, their boss, their coworkers, your payroll agent, your IT team, and HR.

For example, as you prepare for the employee’s final day, you should reclaim any property in their possession, have them sign formal termination or severance agreements, and update their contact information so you can send them year-end tax forms.

You’ll also want to make sure any statements to a larger audience regarding the employee’s leaving respect the employee’s dignity and confidentiality rights. Many companies also undertake a structured leave interview with the employee to get insight into what they (the firm) can do better, since departing workers are typically willing to share particular issues.

Here are seven procedures to follow to guarantee a seamless offboarding process.

1. Determine & Document the Termination Reason & Date

The method you use to offboard an employee is determined on the circumstances surrounding the individual’s departure from the company. The most prevalent explanations are that they willingly resigned or were forced to retire. However, there may be other reasons for an employee’s departure from the company, such as failure to return following medical leave, retirement, or death.

Each cause for termination has its own set of legal and practical offboarding obligations. As a result, the section below is designed to assist you in considering the kind of duties you’ll need to do based on the reason for the employee’s departure.

Employees who have resigned or quit are being offboarded (Voluntary Termination)

As part of your offboarding process, record why departing workers are leaving. This is the greatest strategy to control employee turnover. Some workers depart because they must relocate with their spouse out of state. Others, on the other hand, quit because they believe their boss is a jerk. It’s ideal if you know this so you can notice patterns and use what you’ve learned to better manage your current personnel.

Furthermore, state regulations differ on when a resigning employee receives their last salary. Paying them in the next or next pay cycle is acceptable in several jurisdictions. However, in other areas, such as California, you are required to pay them on their last day of employment if they have given you 72 hours’ notice.

Employees who have been fired should be offboarded (Involuntary Termination)

Offboarding an employee who has been dismissed or terminated unwillingly is more difficult since you don’t always have time on your hands. You’ll want to make sure you provide the employee their last check in accordance with your state’s laws; in certain cases, it’s due on the day of termination.

Furthermore, you may forget to ask for the employee’s business credit card, return the key to the storage facility, or acquire their signature on a nondisclosure agreement in the heat of the moment. When it comes to guiding a dismissed employee out the door, having an offboarding checklist ensures you don’t neglect these important details.

Offboarding Employees for Other Reasons: Retirement & Death

Offboarding may also need unique actions depending on why an employee has left the organization. Maybe they’ve given up. Do you want to throw them a thank-you party? What if they died as a result of a car accident? Providing legal and financial documents to their estate, such as their last payment or sending their personal things to their surviving spouse, will be part of your offboarding procedure.

Key tasks, such as removing former workers from your payroll, must be completed in all circumstances. There are just too many crucial jobs to depend on your memory for. It’s for this reason that an offboarding checklist is useful.

2. Create and Use a Checklist for Offboarding

Depending on the size and complexity of your business, such as what state your employee works in and whether you offer benefits, your offboarding checklist will vary in complexity. For some companies, it includes only a handful of tasks. Other firms may require an entire laundry list of procedural steps to be completed by various parties. You can download and customize our Offboarding Checklist for Free to add additional sections, tasks, dates, and persons to ensure it covers your specific business needs.

At the very least, your offboarding checklist should contain the following items:

• Include the employee’s name, ID number, and other pertinent information such as their work location, department, and supervisor’s name in the employee data.
• Include the employee’s last day of work and the reason for their termination; the term reason typically determines choices like when their last check is due, if they’ll get severance pay, and whether they’ll be eligible for unemployment benefits.
• Determine who you’ll tell and how you’ll notify them, such as suppliers or coworkers.
• Property owned by the company: Determine who will gather corporate resources such as the employee’s telephone, laptop, car, keys, badges, manuals, and files.
• Close software accounts or change passwords, such as the employee’s email, point-of-sale (POS) login ID, or virtual private network (VPN) account, in information technology.
• Information about how to contact us: If you need to contact the employee after they leave, get their permanent postal address, phone number, and email address.
• Benefits: Depending on the size of your business and whether or not you provide employee benefits, you may be compelled to provide COBRA (continuation of benefits) coverage.
• Leave balances: You may need to calculate and pay out earned but unused paid time off (PTO) or sick leave based on state laws or business policy.
• Legal notices: Remind workers of important facts they committed to, such as a nondisclosure agreement (NDA), or have them sign such forms to safeguard your company.
• Departure interview: Make a note of the time, date, and person conducting the exit interview.
• Deductions: If the employee owes any money, such as a loan debt, has been charged for failing to return their cellphone, or has taken more vacation time than they are entitled to, you’ll want to collect these sums to subtract from their last paycheck.
• Expenses: You’ll need the employee to submit any overdue expenditure reports so you may repay them on their last payday or at the conclusion of the pay cycle.
• Final check: Depending on whether they resign (voluntary term) or are dismissed, note when their final check is due (involuntary term)

Often, the vendor of your HR management system (HRIS) will be able to supply you with checklists. Zenefits, for example, provides small businesses with HR software, benefits processing, and payroll services. Customers may access an offboarding checklist on the company’s website. For a free demo, contact Zenefits.

3. Inform all relevant parties about the event.

Employees that are dismissed are either fired on the spot and asked to leave, or they are given a date when their job will stop. When they leave, they usually provide notice. If you can establish the termination date ahead of time, make sure you record it and convey it to all necessary parties, including the employee. This eliminates any unpleasant shocks or misconceptions that might lead to a lawsuit.

The parties and methods for communicating employee offboarding are as follows:

• Before the employee’s final day, record the termination date, cause, and any expectations in writing as soon as feasible; see example termination letter below.
• Internal departments: Notify departments like security, information technology (IT), or payroll by email, Slack, or another secret HR procedure about which person is departing and when.
• Employees in the company: Request that management contact team members immediately when a coworker is leaving or has departed; some firms wait until the person is off-site before notifying team members.
• Clients & vendors: For practical business reasons, clients and vendors need to know if their go-to person is no longer there and who they should contact instead

When a coworker they like quits the workplace, some workers endure emotional distress. If you use an HRIS like Zenefits, they may be able to provide an employee assistance program (EAP) to aid staff in adjusting to the change. Zenefits, for example, has teamed with ThriveGlobal to offer workers with EAP services. Request a Zenefits demonstration.

For your convenience, examples of popular offboarding messages are given below.

Letters of Termination and Severance

Termination or severance letters may be used to formalize the date and reason for the termination, as well as to spell out what is expected of both your company and the employee. Some companies want to remind employees of the need of maintaining confidentiality, while others just use this message to clarify the employee’s projected final day and reason for departing.

Here are two examples of offboarding staff messages that you might utilize.

An example of a severance letter for an employee who has just resigned

Greetings, Joe We have received your resignation notice and would want to clarify that your final day with ABC Company will be Friday, June 17. Please send any outstanding expenditure reports to your supervisor before your final day, and be prepared to handover corporate equipment, including desk keys and your security badge.

You will continue to have access to our HR system for pay stubs and tax forms as long as you furnish us with a valid email address. You must plan 30 minutes with HR on your final day to go through your benefits choices (COBRA). Meanwhile, we urge that you maintain a professional demeanor throughout your remaining time with the firm, and we wish you well in your future position.

Example of a Severance Letter for a Fired Employee

Greetings, Jill We have decided that your employment will cease today, based on our prior discussion of your performance difficulties and our at-will employment concept. It’s up to you whether you want to pack your stuff first or leave immediately and return after your coworkers have gone home. Please consult with your boss about these specifics.

Your last payment will be sent on Monday at 4 p.m., and it will contain 12 hours of accumulated but unused PTO. Once all corporate equipment has been returned to us and you have completed the accompanying nondisclosure agreement as asked, we are also prepared to pay one week’s severance in the sum of $600.

Memo to the Department

A Memo to the Department sent by email or other written form should be brief, to the point and indicate no fault or judgment. The purpose is to let those who interact with the employee understand that the worker is no longer employed by the company and to help them continue work as usual. If the news is positive like a new baby, relocation, or retirement, it’s OK to celebrate as that improves your Employer Branding.

Here are two team communication ideas you might utilize during offboarding.

Sample Memo to the Department to Team Members

Stefan Anderson is no longer with the organization as of last Friday. We wish him the best of luck in his new venture. All requests for financial permissions should be sent to Sara Rodriguez from now on. Please speak directly with your boss or contact your HR representative if you have any questions or concerns.

Sample Memo to the Department to All Company Employees

Bill Thompson is set to retire on December 1 after 20 years of service. Kim Alexander will be in charge of his department in the future. Please pay Bill a visit and send him your best wishes. We’ll be throwing him a retiring celebration in the coming days to honor his accomplishments.

Communication between the client and the vendor

While it may be uncomfortable to reveal you’ve dismissed or let someone go, it’s critical that your customers and suppliers aren’t taken off guard. Notify affected suppliers and customers who their new representative will be and how to contact that person as soon as the transition happens, or sooner if cross-training is required. It’s preferable not to say anything else out of respect for the former employee.

Here are two examples of Communication between the client and the vendors you might use during offboarding.

Client Communication Example

We regret to notify you that Erin Coffey is no longer with the firm, out of respect for you as a customer and to guarantee a seamless transition. Amy Russell will be taking over customer care for your account in the coming days and will call you to introduce herself and answer any questions you may have. We appreciate your patience and understanding while we make this adjustment. Thank you so much for your patronage.

Vendor Communication Example

Chuck Curran is no longer with ABC Company, so please correct your data. Katrina Alverez-Walters will be your new business contact. She may be reached through [email and phone]. Please contact our accounting department at (phone number) or respond to this email if you have any queries.

4. Identify Who Will Do What & Delegate Tasks

You may need to assign work to various people depending on the complexity of your business. For example, you could have someone on staff who maintains administrator logins, and on the employee’s final day, you’ll need to disable email access. You may utilize the “who” column to designate which individual or job function will be in charge of each offboarding task.

An example of how to handle items on an offboarding checklist may be found here.

The following are some of the most popular people/job positions to assign duties to during offboarding:

• Payroll representative: Include all deductions, as well as any outstanding earned unused PTO balances, cost reimbursements, or other deductions, in the final check.
• Manager: To inform current employees about the employee’s departure, as well as who will assume their tasks and if the post will be filled.
• IT/Administrative: May be required to collect and inventory equipment, control account access, and/or turn off building security for personnel.
• Executive: To interact with vendors/clients or to authorize communications for the whole firm.
• HR: Oversee the procedure and keep org charts, employee data systems, and files up to date.
• Employee: During the previous employee’s offboarding, replacement workers will need to be cross-trained or informed that job activities and responsibilities will be transferred to them.

In a smaller company, one or two people may be in charge of all of these duties. Perhaps you’re the one in charge of ensuring that offboarding takes place. The offboarding process is often overseen by the employee’s boss, an administrative assistant, or an HR representative in a bigger organization.

5. Hold a post-exit interview

One of the most important items on your offboarding checklist should be doing a departure interview. However, depending on the scenario, it is optional. For example, if you’ve had to fire an employee for stealing, fighting, or breaching business rules, it may be pointless to keep them on the job site to collect their feedback on how to improve the environment.

However, it is in your company’s best interest to learn why people leave whenever feasible. This enables you to handle problems including as workload, compensation, benefits, personality conflicts, and management training concerns in a proactive manner.

6. Hand out the final pay check

You should be able to process the employee’s paycheck using the information you obtained in your offboarding checklist. By the conclusion of their final day, you’ll know how many hours they’ve worked or will work. You’ll be aware of any necessary deductions, such as any leftover benefits premiums to maintain their insurance in effect until the beginning of the month. You’ll have also received their cost reimbursement requests, computed any PTO to pay out, and estimated how much severance they’ll get.

These calculations are simple to do with software like Gusto and may be included into the final paycheck. When you should pay your employee depends on the state they work in and whether they left or were dismissed. You may be compelled to deliver a paycheck if you are terminated.

If you dismiss your bartender around midnight on Saturday, it may be an issue. In such instance, you may calculate the precise amount using free payroll software or a paycheck calculator, pay them by check or cash, and then input the final paycheck earnings and deductions data into your payroll software the next working day. Make sure you save a receipt if you do this.

7. Keep all employee records.

The length of time you must keep terminated employee files varies by state, but in general, you must keep them for at least four years. Of course, if you’re worried about accusations of discrimination, unfair labor practices, or any other problem, it’s advisable to keep records of your termination grounds, such as performance reports, warnings, or behavioral difficulties, for as long as the danger of a lawsuit persists. As a result, you’ll be able to defend your stance.

Furthermore, if the employee has a 401(k) or other retirement plan, they have the right to access papers for up to six years after the plan has ended. That’s why a payroll service like Gusto might be beneficial. Electronic documents like as tax filings and 401(k) balances are stored online in case the employee need them at a later time. To discover how robust Gusto is, try it for free for 30 days.

For Whom Is Offboarding Appropriate?

You, the company, and the employee, in particular, gain from offboarding. By ensuring that expectations are explicit, it protects your firm and its management. As a result, you’re less likely to make a mistake like forgetting to pay an earned bonus, which might lead to a lawsuit from the employee.

When customizing your offboarding procedure, keep the following in mind:

• Employer: Your procedure should include steps to safeguard the company and its workers, such as obtaining keys and asking the return of private papers.
• Employee: Your procedure must respect your employee’s rights, including the right to be paid on time and to be free of discrimination, harassment, and defamation.

The more crucial it is to develop a fair and consistent onboarding process and teach personnel on what is expected at each level, the bigger your company becomes. The more supervisors and departments you have, the more probable it is that a job will be overlooked. Do you want to make the mistake of giving a dismissed employee access to your premises or your client’s internet accounts?

Costs of Deboarding

Offboarding costs are mostly connected to compensation or perks you offer once an employee is fired or departs. For example, if you are subject to COBRA (50 workers or more in most jurisdictions), you may be required to pay a few dollars each month in benefits administration costs. Other expenses are incidental, such as the time it takes to collect and inventory corporate property, or the time it takes for a manager or HR representative to perform a departure interview/survey.

The following are the most prevalent offboarding costs:

• Time spent by you, your management, and/or your HR personnel to handle the offboarding checklist, update business data, and manage communications.
• Payroll & bookkeeping costs: If you use payroll software of a bookkeeper to manage HR data, there’s typically a cost that ranges about $6 to $12 per month per employee to process a termination and issue a final paycheck

Offboarding correctly is, in fact, a cost-cutting strategy. For example, the time you invest conducting an exit interview might save you money in the long run by allowing you to address systemic workforce problems that may be driving high turnover. Alternatively, your termination checklist may remind you that the employee has a work laptop that you need to return.

In reality, the cost of replacing an employee who has departed or been dismissed is a hidden cost of offboarding. Those expenditures might be in the thousands of dollars.

Providers of Offboarding Services

Offboarding is a more recent HR term that cloud-based software vendors have used to establish a new line of services that automate the offboarding checklist by offering reminders and communication templates to save employers time. Offboarding does not need the use of a provider, but it may help guarantee that you do not miss any phases in the process.

Consider one of the solutions below to guarantee that employee offboarding is handled properly.

1. HR outsourcing

Unless you’re a labor law specialist or exclusively employ family members, you may wish to hire an outsourced HR professional, particularly if your employee is retiring or departing under dubious circumstances. Bambee, an online service, provides professional, impartial support to handle the whole offboarding process, including all of the regulatory documentation. They even do an HR audit to see whether your company or management are accidentally breaking labor regulations. You may be able to avoid fines and penalties by doing so. Make an appointment to meet Bambee.

2. Employer Organization for Professionals

Working with a professional employer organization is appropriate for businesses that prefer to take a hands-off approach to all things HR and payroll (PEO). A PEO is a co-employer that works with your company to handle the human resources side of things. They make sure that workers are properly employed and categorized, that they are paid lawfully, and that they have access to large-company benefits like health care.

PEOs start at around $100 per month per employee, with add-on services and fees that may help you recruit top personnel. They assist in offboarding by keeping track of the termination date, cause for termination, last check date, and any information that has to be completed, such as an NDA or severance agreement. Justworks is a good example of a low-cost PEO that can help with offboarding. Request a demo of Justworks.

3. Human Resource Information System (HRIS)

HRIS (Human Resource Information System) software is a tool that can assist you in keeping track of new hiring and terminations, as well as providing legal and tax-compliant payroll and benefit packages. You retain control of your company processes, including employee-related choices such as hiring and dismissing, unlike a PEO. An HRIS is appropriate for small organizations that are already well-versed in their state’s labor compliance and tax requirements.

The cost of HRIS software varies widely, with some beginning as little as $1 per employee each month. Expect to spend between $6 and $12 per month per employee for payroll services, with monthly service costs ranging from $40 to $120 per month. Employee portals are included in most HRIS software, such as Zenefits, and enable terminated workers to access data such as pay stubs, tax forms, and benefits documents. Attend a Zenefits live demonstration.

4. Software for Payroll

Many payroll software and payroll service providers can handle a variety of HR transactional requirements, such as hiring and firing workers. They often have a system in place to keep employee papers and guarantee that last payments are correct and that needed services (COBRA) are delivered to terminated workers. Some, such as Gusto, provide an employee self-service site via which former workers may get their own forms and papers. Gusto is available for a free 30-day trial.

5. Workbook/Spreadsheet

Even the smallest businesses may be able to manage employee offboarding manually, utilizing our offboarding checklist or a spreadsheet to keep track of dismissed workers. If you’re a member of the Society of Human Resource Management (SHRM), you may get a complete termination checklist that you can manually recreate as a shared spreadsheet in Google Workspace.

Considerations for Offboarding

A new company owner could believe that an offboarding procedure and checklist are unnecessary. Instead, they’ll accept a resignation letter and/or terminate the employee with little more than a last paycheck and a stern warning. However, this is a mistake for a variety of reasons, including the fact that it doesn’t seem or feel good to other workers, and you might end up with time-consuming financial or legal troubles in the future.

Employer Branding

Employees have a say on review sites like Indeed and Glassdoor. In reality, present and/or former workers may have already written a review of your company on either site. Employees who are dissatisfied with their employment or believe they have been treated unjustly are inclined to express their dissatisfaction on these sites. Poor ratings make it more difficult to recruit new personnel.

Requirements of Law

If you have employees in many states, you must know when final paychecks are due, either at the end of the pay period or within a certain number of days. Furthermore, in certain places, such as California, unused PTO must be paid out. These state and occasionally municipal labor needs are built-in to the program whether using an HRIS, payroll software, or dealing with a PEO. These protect you against the financial consequences of a labor law infringement, such as fines and penalties.

Unemployment Benefits

Your Unemployment Benefits (UI) rates are dictated by your employee turnover experience, and whether employees were terminated for cause or other reasons. That’s why it’s important to receive an employee resignation in writing, and/or document clearly why the employee was let go from the position. You don’t want your Unemployment Benefits rates to rachet up simply because you don’t have documentation proving that the employee quit. In fact, employers typically end up on the losing end if an employee disputes your undocumented termination reason.

Guidelines for Best Practices

If you’ve been happy with an employee’s work, need to downsize, or the person departed for reasons other than poor performance, you may want to consider hiring them again in the future. As a result, you must treat the employee with decency and respect.

Furthermore, staff communicate through the internet and social media. It’s critical to treat everyone with professionalism and respect, including those you’re terminating, if you want to have the greatest chance of employing excellent people in the future.

Pros & Cons of an Offboarding Checklist

There are much more advantages to implementing a formal offboarding process and an offboarding checklist as an HR best practice than not doing so. Here are some things to think about when it comes to the benefits and drawbacks of offboarding, as well as how to manage your process using an offboarding checklist.

The Benefits of Using a Checklist

The benefits stated below are likely to exceed the disadvantages:

• It’s already taking place: You’re probably already offboarding, and employing an offboarding checklist guarantees consistency and makes it apparent who has to do what.
• It eliminates ambiguity: When a worker departs your company, communicating and fulfilling duties keeps your internal workforce on the same page.
• You will make fewer errors: It will save you from missing important details like cutting off an employee’s access to the workplace or neglecting to provide COBRA coverage.
• It maintains your Employer Branding: When done right, it leaves current employees and often the person leaving with a positive impression of your company
• It can prevent lawsuits: Building your offboarding checklist with an eye toward state-Requirements of Law like unused leave payouts can prevent lawsuits or fines

The Drawbacks of Using a Checklist

There are certain drawbacks of using an offboarding checklist and process:

• You’ll have to oversee the procedure: It’s ideal to nominate someone to handle each offboarding event, whether it’s you, the person’s boss, or an HR representative.
• It will take some time: You may need to slow down and take time to review a termination request amid a crisis, for as when terminating an employee for drunkenness.
• You’ll have to be adaptable: You may need to adjust if an employee leaves due to unusual circumstances, such as a military deployment or a significant employee injury.
• It has to be looked after: Because labor regulations change over time, you’ll need to examine your offboarding procedure and checklist on a regular basis to guarantee it’s up to current.
• It’s possible that you’re doing it incorrectly: It’s a good idea to have an attorney go through your offboarding procedure to make sure it’s not accidentally infringing on employee rights or putting your company in jeopardy.

We suggest having a professional labor law attorney or a legal firm like LegalZoom assess your offboarding procedure and employee offboarding checklist to see if there are any issues. A noncompete agreement, for example, isn’t legal in all jurisdictions, and each state has its own rules about when COBRA letters and last payments are necessary. Try LegalZoom, and you’ll receive a 100% money-back guarantee.

Offboarding Frequently Asked Questions (FAQs)

Each offboarding scenario may be unique, leaving employers with unanswered issues.

Is it advisable to tell other workers when they are being let go?

Yes, in order to avoid workplace uncertainty, it is important to inform remaining colleagues that the worker has left the company. If a worker has quit and their coworkers need to be taught to take up the task until the post is filled, this is also critical.

What errors do organizations make when it comes to offboarding employees?

When an employee quits, companies often make the following mistakes:

• Failure to record the cause for termination, such as an employee’s resignation, and being forced to pay unemployment benefits.
• Failure to follow federal requirements, such as COBRA, might result in a fine.
• Failure to produce the final check within the state’s term, resulting in a labor law infraction with fines.
• Withholding the last salary while awaiting the return of corporate equipment is illegal under federal law.
• By discussing protected concerns like as medical or mental health difficulties, family or domestic troubles, or violating the employee’s privacy or HIPAA requirements, you may be breaking the law.
• Failure to pay paid overtime, reimbursed costs, bonuses, or earned and unused PTO balances in accordance with state law and/or your company’s established rules or handbook

When will the employee’s last paycheck be sent if they leave?

The employee’s last paycheck is due at the conclusion of the next pay month in most states. Many states, however, make a distinction between the last pay for someone who quits vs. someone who is dismissed, similar to the voluntary vs. involuntary phrase. A person who has been dismissed in several states has the right to receive their payment sooner. A person dismissed in Vermont, for example, must get their last check within 72 hours. Read our article on the payroll process for additional information on final check time. There’s a drop-down table with final check criteria for each state in there.

Is it possible for me to withhold the employee’s salary until they restore business property?

Withholding an employee’s last paycheck is against the law. They have a right to their salary since they have earned it. You may be allowed to deduct the value of products that have not been returned if you compensate the employee after the item is returned.

You may also entice the employee to return your property by promising to pay a severance if and when they return it. Otherwise, they have worked hard for their money and must get it by the state’s deadline.

It’s a different matter if you subsequently need to go to court to get your company’s property back. Consult your attorney or utilize a legal service like LegalZoom, which provides online consultations, if you have particular concerns. LegalZoom’s monthly consultation options are worth a look.

Conclusion

An HR best practice is to use an offboarding checklist to keep your offboarding process on track. It guarantees that you and your team have considered everything you need to do when an employee leaves your firm, such as closing their software accounts, changing their passwords, and updating things like putting them on a termination status in your payroll system.

The “onboarding and offboarding process document” is a detailed explanation of the employee offboarding process. It includes 7 steps to follow, as well as a free checklist to help with the process.

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