Employee Exit Checklist
Standardized offboarding procedure ensuring all company property, access rights, and final documentation are handled consistently for every departing employee.
The Employee Exit Checklist ensures a consistent, auditable offboarding process for all employees—voluntary or involuntary. The policy covers final payroll, return of company assets, revocation of system access, and the exit interview. It minimizes security risk, protects intellectual property, and ensures compliance with labour regulations.
This policy applies to all full-time, part-time, and contract employees leaving the organization, whether through resignation, retirement, termination, or end of contract. It does not apply to temporary interns or volunteers unless otherwise specified by the HR department. Supervisors and HR must initiate the checklist at least two weeks before the employee’s final day.
- HR must receive written resignation or termination notice before initiating the checklist.
- Conduct an exit interview within five business days of the final work day to gather feedback and confirm final documentation.
- Collect all company property: keys, access cards, laptops, mobile devices, uniforms, and tools. Document condition and return.
- Revoke all system access—email, ERP, CRM, VPN, file shares—within 24 hours of the employee’s departure.
- Final paycheck, including accrued vacation pay and any severance, must be issued according to provincial labour standards.
- HR Manager: Coordinates the checklist, conducts exit interview, processes final payroll, and ensures compliance with labour laws.
- IT Administrator: Revokes all digital access, retrieves company hardware, wipes personal data from issued devices, and deactivates accounts.
- Direct Supervisor: Verifies return of physical assets, completes performance summary, and communicates transition duties to team.
- Security / Facilities: Collects keys, badges, parking passes, and updates building access logs.