Exit employees in a positive way with 4 steps

To exit employees in a positive manner is good business practice for several reasons: not just  to meet your legal and legislative requirements, but for the continued strength of your brand.   However, many small, medium and even large companies do not have effective staff conclusion processes in place.

Staff may leave a business for many different reasons, from resignation or the end of a temporary contract, all the way through to under performance or redundancy. Despite the varied range of reasons for staff leaving, however, it’s important to have a standard process in place to exit employees.

Best-practice exit procedures and processes

Best-practice exit procedures let businesses mitigate risk by managing the relationship with the concluding staff member all the way through  to their final day. These processes  effectively meet legal and legislative requirements and maintain the integrity of the brand while also, in certain circumstances, encouraging the concluding staff member to consider working for the business again in the future.

Standard processes also allow for the introduction of  ‘exit interview’ questions, through which businesses can gain deep insights into the way in which their  staff view the business, their reasons for leaving, and consequently how to lower staff turnover and attract the best candidates.

My tips for ensuring compliant and best practice conclusion processes

1.  Conduct exit interviews.
The information gained through these interviews  can be really useful, providing feedback to learn more about the employee’s experience and what (if anything) could have been done to keep them.

2.  Make final  payments timely and correct.
An employee should get the following entitlements in their final pay:
–  outstanding wages for hours they have worked, including penalty rates and allowances
–  any accumulated annual leave, including annual leave loading if it would have been paid during employment

and if it applies:
–  accrued or pro rata long service leave
–  payment in lieu of notice
–  redundancy pay

3.  Have company property returned.
Ensure concluding staff return all property belonging to the business for redeployment: computers, mobile phones and accessories

4.  Remove business access.
Ensure access to business systems, the office and building, work vehicles, subscriptions or memberships,  etc are removed.  

How do your current conclusion practices stack up against this list? To find out more about our conclusion services, contact the Small Business Society team.

The information provided in this document is for your guidance only and is general in nature. It does not constitute as legal advice. It is the responsibility of the individual to seek legal advice where required.

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About Kate Tongue

Kate Tongue is the founding Director of Small Business Society.

She is a qualified and experienced Human Resources professional with more than 10 years of experience across the private and public sectors.

Her particular interest and experience is in managing the employee life cycle, delivering process improvements, and Human Resource strategy.

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