End Of The Road
Leavers Checklist
We've had a fantastic experience working with HR Dept. The team is very communicative, quick to respond, and invested in helping us improve. They've been helpful in streamlining our internal processes, making things much more efficient and organised. Their support has taken a lot off our plate, and we’re really grateful for their professionalism and expertise. Highly recommend!Emily,
The team is not only knowledgeable and efficient, but genuinely kind and approachable. Whether it's navigating complex HR queries or offering day-to-day support, they bring clarity, confidence, and a human touch to everything they do. We feel supported, understood, and always in safe hands. A true partner in every sense.EPICSolutions,
It has been an absolute pleasure working with David and his team and would recommend them wholeheartedly to anyone seeking an HR consultant who is honest, well informed and good value.Stephanne,
My business doesn't warrant a full time HR person but I do need to keep up to date with the latest legislation and HR Dept do that for me. They also helped with a tricky HR issue, guided me through the correct process to achieve a great outcome for all concerned.Kevin,
We have used HR Dept for several years now. We have found them to be professional and responsive. The staff are always polite and friendly and over the years we have built a great relationship with them. We now feel they are part of our team!Carole,
Leaving no room for error
Completing a leavers checklist when a member of staff exits your business is a great way to ensure that all the relevant processes and important handovers are carried out correctly.
Having loose ends, for example not completing payroll correctly or forgetting to change important passwords, can leave your business exposed to risk.
A comprehensive leavers checklist will give you the peace of mind that the correct procedures are being followed every time.
We can help you with leavers
What should be included in a leavers checklist?
Some of this will depend on your business. We can help you to establish the most relevant leavers checklist for your company. Typically, you will want to address points such as ending payroll and pension contributions, notice periods and garden leave, handovers, leaver forms and an exit interview.
Exit interviews – Learning from leavers
Losing good people can set your business back. Understanding why employees choose to leave your business is important, particularly if you have had rapid turnover of staff.
Constant recruitment is exhausting and expensive. By holding an exit interview, you will have the opportunity to make changes that could save you time, effort and money in the future.
An impartial third party can help you get honest answers. We can write the questions, conduct the interviews by telephone or face-to-face, and make recommendations for practical actions to take as a result.
Providing references – Passing on information about previous employees
When employees move on from your business, it is common practice for them to ask you for a reference for their new employer. Depending on your experiences with the employee you may be wondering what you should or should not include in a reference.
Or if you need to provide one at all. With GDPR it is important to handle references correctly. We’ll run through the process with you and explain your options.
Restrictive covenant insurance – Protecting your interests
You’ve built a successful business, but the competition is never far behind. You probably have a contract clause in place to prevent employees leaving and taking all your data to a competitor. Unfortunately, some will still breach this. So our insurance allows you to take full legal action to protect your business interests.
Leaver’s Checklist FAQ
Typically, you should ask the employee why they’re leaving, what a new company might be offering, and if there’s anything you could do better as a business. You may also ask whether they’re comfortable discussing any problems they faced at work.
Although exit interviews take time, the information you gain can provide a better understanding of your workplace and help you cultivate a more rewarding environment in the future.
There are various reasons why someone might want to leave your company, so you shouldn’t take it personally. The average person changes jobs 10-15 times in their career, so it doesn’t necessarily point to a problem with your business.
The first thing you should do is find out why the employee is leaving. You should then ask if there is anything you can offer to encourage them to stay, such as more flexible hours or a higher salary.
Remember that your employee has the right to leave and you should treat them with respect and follow the proper procedures. Whatever the circumstances, it’s always best to part on good terms.
An employee quitting on the spot can cause serious problems for any business. Firstly, you should check their contract, as you may be able to make a court claim if you have incurred extra costs as a result of them not working their notice.
You should also ask the employee if they’d be happy to provide an exit interview so you can understand the reasons they left abruptly. If there is an issue you’re unaware of, such as bullying or harassment in the workplace, this could affect your court claim and cause problems for your business down the line.
You cannot legally force someone to conceal their resignation from the rest of the team, but you may come to an informal agreement that they’ll keep it quiet while working their notice.
Some employers feel that knowing someone is leaving can affect morale, while others think it’s best to be transparent with their workers. It’s entirely up to you.
We suggest you create a leaver’s checklist with the help of a HR professional. This will ensure the same protocols are being followed each time someone leaves your business and that you’re keeping in line with current employment law.
Losing a valued employee can be tough for any business. Exit interviews are a great way to find out more about why a person is leaving so you can make your company a better place to work in the future.
We can also help with recruitment when it comes to hiring a new employee. Outsourcing to us will save you time and money and make sure your recruitment process is legally compliant.
Other services you may be interested in
Starting out
Choosing The Right Path
Navigating Problems
Changing Course
End Of The Road
