Employee offboarding

Short description: Process for managing an employee's departure from a company

Employee offboarding describes the separation process when an employee leaves a company. The offboarding process might involve a phased transfer of knowledge from the departing employee to a new or existing employee; an exit interview; return of any company property; and various processes from the company's human resources, information technology, or legal functions.[1]

## Contents

* 1 Purpose
* 2 Steps and workflows
* 3 Best practices
* 4 See also
* 5 References

## Purpose

An employee may leave a company through resignation, termination of employment and layoffs, retirement, or for other reasons. When this happens, the company will face several risks. These may include incomplete projects, loss of communication with clients, security risks, compliance risks, and other factors.[2] An employee offboarding process is generally designed to mitigate risks and potential losses in the separation process.

Offboarding often includes the collection of feedback from the exiting employee about their experience in the organization and possible improvements to its culture. It is considered the final phase of an employee lifecycle, including recruitment, onboarding, development, retention, and exit or offboarding.[3][4]

## Steps and workflows

Employee offboarding consists of numerous steps and workflows.[5] These may include:

* Documenting standard operating procedures (SOPs) and knowledge transfer, including contact lists, file and record locations, and status reports on ongoing projects and tasks
* Software removal
* Termination of logins and/or accounts such as bank accounts, phones, and email addresses, with redirection to a new responsible party
* Asset reclamation, such as computer hardware and other devices
* Finalize paperwork such as Non-Disclosure Agreements, health and retirement benefits, Non-compete agreements, tax documents, and outstanding reimbursements as well as any documentation required for compliance, particularly in regulated industries
* Removal from company website, social media profiles, org charts, and other active publications
* Reclamation or destruction of sensitive and security items such as ID badges, parking tags, uniforms, and access cards or keys
* Exit interviews that may include questionnaires and surveys, as well as reviewing the information collected by company stakeholders, can be conducted effectively through an LMS platform[6]

## Best practices

This article contains instructions, advice, or how-to content. The purpose of Wikipedia is to present facts, not to train. Please help improve this article either by rewriting the how-to content or by moving it to Wikiversity, Wikibooks or Wikivoyage. (May 2022)

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Employee offboarding includes several best practices.[7][8] It should be a positive experience for the employee and the company. This would include formally acknowledging the employee's time at the company and the value they created. It should also be a time when companies collect valuable feedback on improving the overall employee experience and culture and transferring knowledge wholly and efficiently. It is a common practice to facilitate knowledge transfer by making documentation an ongoing part of every employee's experience from when they are onboarded to when they leave. This includes the continuing creation and updating of SOPs. Termination of employment on the best possible terms makes ongoing communications possible. This can benefit the employee who might need referrals for future employment or copies of documentation. It can also benefit the company when knowledge is not entirely transferred, and follow-up is necessary.

Documentation at the time of employee offboarding will reduce potential issues. In addition to current SOPs, an employer should request and receive a formal resignation letter. The employer should also provide documentation to the employee, such as a record of benefits, tax documents, a final paycheck, and a final record of income earned.

Network administrators, human resources managers, department managers, and others responsible for different aspects of the offboarding process should be notified, with clear next steps. These might include account closures, login changes, and other security measures. Documents stored locally or on the cloud should be transferred to new stakeholders.

In the exit interview, clear and accurate reasons for terminating employment should be documented and filed for future use. If the employee left on good terms, then it should be made clear that the possibility of a return is likely in the future.

## See also

* Induction programme
* Termination of employment
* Layoff

## References

1. ↑ Katrina Collier, The Robot-Proof Recruiter: A Survival Guide for Recruitment and Sourcing Professionals (Kogan Page, 2019), p. 219.
2. ↑ "Employee Offboarding: What It Is, Why It Matters, And How To Do It Well". https://www.blissfully.com/guides/employee-offboarding/.
3. ↑ "Employee lifecycle: The 7 stages every employer must understand and improve" (in en). https://www.qualtrics.com/experience-management/employee/employee-lifecycle/.
4. ↑ Hrala, Josh (6 February 2018). "Employee Lifecycle Management: The Importance of Offboarding" (in en-us). https://blog.careerminds.com/employee-lifecycle-management.
5. ↑ "Offboarding Checklist". https://hr.virginia.edu/sites/default/files/PDFs/OffboardingChecklist_0.pdf.
6. ↑ "What is offboarding and how to automate it?". April 2022. https://samelane.com/blog/what-is-offboarding-and-how-to-automate-it/.
7. ↑ "Everything You Need to Know about Offboarding (including a checklist)" (in en-US). 2020-04-01. https://www.aihr.com/blog/offboarding-checklist/.
8. ↑ Nayak, Prisoomit. "Executive Summary". https://ecommons.cornell.edu/server/api/core/bitstreams/43f6ba33-5acf-410f-8e93-58f88c552eb2/content.

* v
* t
* e

Employment

Classifications|

* Casual
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* Skilled
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* Tenure
* Unskilled
* Wage labour

Hiring|

* Application
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* Contract
* Cover letter
* Curriculum Vitae (CV)
* Drug testing
* e-recruitment
* Employment counsellor
* Executive search (list)
* Induction programme
* Job fair
* Job fraud
* Job hunting
* Job interview
* Labour brokering
* Overqualification
* Onboarding
* Personality-job fit theory
* Person-environment fit
* Probation
* Reference
* Résumé
* Simultaneous recruiting of new graduates
* Underemployment
* Work-at-home scheme

Roles|

* Mentorship
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Worker class|

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Attendance|

* Break
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* No call, no show
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* Time clock

Schedules|

* Four-day week
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* 996
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Wages and salaries|

* Income bracket
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* Working poor

Benefits|

* Annual leave
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* Day care
* Disability insurance
* Health insurance
* Life insurance
* Marriage leave
* Parental leave
* Pension
* Sick leave
* Take-home vehicle

Safety and health|

* Epilepsy and employment
* Human factors and ergonomics
* Industrial noise
* Karōshi
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* Occupational health psychology
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Equality|

* Affirmative action
* Equal pay for women
* Gender pay gap
* Glass ceiling

Infractions|

* Corporate abuse
* Accounting scandals
* Corporate behaviour
* Corporate crime
* Control fraud
* Corporate scandals
* Discrimination
* Dress code
* Employee handbook
* Employee monitoring
* Evaluation
* Labour law
* Sexual harassment
* Sleeping while on duty
* Wage theft
* Whistleblower
* Workplace bullying
* Workplace harassment
* Workplace incivility

Willingness|

* Boreout
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* Conscription
* Dead-end job
* Extreme careerism
* Job satisfaction
* Organizational commitment
* McJob
* Refusal of work
* Slavery
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* Peonage
* Truck system
* Unfree labour
* Wage slavery
* Workaholic
* Work aversion
* Work ethic
* Work–life balance
* Downshifting (lifestyle)
* Slow living

Termination|

* At-will employment
* Dismissal
* Banishment room
* Constructive dismissal
* Wrongful dismissal
* Employee exit management
* Exit interview
* Layoff
* Notice period
* Pink slip
* Resignation
* Letter of resignation
* Restructuring
* Retirement
* Mandatory retirement
* Retirement age
* Severance package
* Golden handshake
* Golden parachute
* Turnover

Unemployment|

* Barriers to Employment
* Depression
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* Long Depression
* Discouraged worker
* Frictional unemployment
* Full employment
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* Involuntary unemployment
* Jobless recovery
* Phillips curve
* Recession
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* Great Recession job losses
* List of recessions
* Recession-proof job
* Reserve army of labour
* Types of unemployment
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* Unemployment benefits
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* Unemployment insurance
* Unemployment rates
* Employment rates
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* Structural unemployment
* Technological unemployment
* Wage curve
* Youth unemployment

See also templates

* Aspects of corporations
* Aspects of jobs
* Aspects of occupations
* Aspects of organizations
* Aspects of workplaces
* Corporate titles
* Organized labor

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