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[\/et_pb_text][et_pb_divider show_divider=”off” _builder_version=”4.24.2″ _module_preset=”default” global_colors_info=”{}”][\/et_pb_divider][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ background_size=”contain” background_position=”bottom_center” custom_padding=”30px||0px|||” bottom_divider_height=”139px” global_colors_info=”{}”][et_pb_row column_structure=”2_3,1_3″ padding_top_bottom_link_2=”true” padding_left_right_link_2=”true” _builder_version=”4.16″ width=”100%” custom_margin=”||15px” custom_padding=”30px|40px|75px|40px||true” global_colors_info=”{}”][et_pb_column type=”2_3″ _builder_version=”4.16″ background_size=”contain” background_position=”top_center” custom_padding=”|4%||” border_width_right=”1px” border_color_right=”#efefef” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.16″ text_font=”||||||||” text_text_color=”#666666″ text_line_height=”1.6em” header_font=”|700|||||||” header_text_color=”#666666″ header_font_size=”35px” header_2_font=”|700|||||||” header_2_text_color=”#522383″ header_2_font_size=”45px” header_2_line_height=”1.2em” header_4_font=”|700|||||||” header_4_font_size=”16px” header_4_line_height=”1.9em” custom_margin=”|||” custom_padding=”10px|0px|10px|0px|true|true” animation_style=”fade” header_2_font_size_tablet=”” header_2_font_size_phone=”48px” header_2_font_size_last_edited=”on|desktop” global_colors_info=”{}”]<\/p>\n
Just as it is important to start the employment relationship with a through induction it is equally important to finalise the details when someone leaves.<\/p>\n
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.<\/p>\n
A comprehensive leavers checklist will give you the peace of mind that the correct procedures are being followed every time.<\/p>\n
Every business is different, but usually you\u2019ll want to address the following points:<\/span><\/p>\n Their final pay needs to include their pay to their final working day, notice pay if contractually allowed to pay in lieu, accrued untaken holiday entitlement plus their normal additional pay elements. A P45 is then issued.<\/span><\/p>\n There may need to be deductions from pay if they have taken more holiday than accrued or have outstanding loans. If your contract allows deductions for failing to return uniform or PPE items.<\/span><\/p>\n Before an employee leaves, you may also want to plan a handover of outstanding work.\u00a0<\/span><\/p>\n Putting together a leaver\u2019s checklist may sound complex and time-consuming, but we can help. We\u2019ve worked with hundreds of businesses just like yours, so we\u2019ll help you establish the most relevant and comprehensive checklist for your company.\u00a0<\/span><\/span><\/p>\n [\/et_pb_text][et_pb_cta title=”We can help you with leavers” button_url=”#contact” button_text=”Speak to an expert” _builder_version=”4.27.4″ _module_preset=”default” background_enable_color=”off” use_background_color_gradient=”on” background_color_gradient_direction=”90deg” background_color_gradient_stops=”#522e91 0%|rgba(62,73,124,0.5) 25%|rgba(21,128,83,0.5) 75%|#009b3e 100%” background_color_gradient_overlays_image=”on” background_image=”https:\/\/www.hrdept.co.uk\/solihull\/wp-content\/uploads\/2024\/05\/Untitled-design-55.png” custom_button=”on” button_text_color=”#FFFFFF” button_bg_color=”#522e91″ button_border_width=”2px” button_icon=”=||divi||400″ button_on_hover=”off” button_alignment=”center” box_shadow_style=”preset1″ global_colors_info=”{}”][\/et_pb_cta][et_pb_text _builder_version=”4.16″ text_font=”||||||||” text_text_color=”#666666″ text_line_height=”1.6em” header_font=”|700|||||||” header_text_color=”#666666″ header_font_size=”35px” header_2_font=”|700|||||||” header_2_text_color=”#522383″ header_2_font_size=”45px” header_2_line_height=”1.2em” header_4_font=”|700|||||||” header_4_font_size=”16px” header_4_line_height=”1.9em” custom_margin=”|||” custom_padding=”10px|0px|10px|0px|true|true” animation_style=”fade” header_2_font_size_tablet=”” header_2_font_size_phone=”48px” header_2_font_size_last_edited=”on|desktop” global_colors_info=”{}”]<\/p>\n No matter why an employee leaves, losing a valued member of your team can set your business back. You\u2019ve probably spent time and money getting someone integrated into your business, and if they\u2019re resigning of their own volition, you\u2019ll want to know why.\u00a0<\/span><\/p>\n What\u2019s more, recruitment is exhausting and expensive. According to Glassdoor, the average cost of hiring a new employee in the UK is \u00a33,000. Understanding why employees choose to leave your company is important and can prevent you losing employees in the future. If you find you have a rapid turnover of staff, you\u2019ll want to identify any patterns or common issues that are causing people to leave.\u00a0<\/span><\/p>\n By holding an exit interview, you\u2019ll be able to understand why an employee is leaving . Sometimes there are personal reasons for an employee to leave such as relocating with their partner which you can do nothing about but on many occasions you can learn from a well constructed interview and make significant changes for the future. The day they hand in their resignation is not when they decided to leave and it is what was happening at that time that is key.<\/span><\/p>\n When someone leaves your business, they will most likely ask for a reference for future employers. Depending on your experience as an employer, and your relationship to the person leaving, you may have questions about what you should and should not include in a reference, or if you need to provide one at all.<\/span><\/p>\n Some industries have a statutory obligation to provide a reference for future employers (eg the financial sector). Other sectors prefer to simply confirm dates of employment and job title.<\/span><\/p>\n If you have questions about providing a reference for a past employee, it\u2019s best to consult a HR professional. At The HR Dept, we can run through the process with you, explain your options and make sure your business is compliant with the latest regulations.<\/span><\/p>\n You\u2019ve built a successful business, but the competition is never far behind. Having a Restrictive Covenant in place to prevent employees leaving and taking all your data to a competitor is sensible, but unfortunately, some will still breach this agreement.\u00a0<\/span><\/p>\n With insurance from The HR Dept, you\u2019ll have full peace of mind. In the event that a contractual agreement is breached, we\u2019ll be on hand to help, and you\u2019ll be able to take full legal action to protect your business.<\/span><\/p>\n Your exit interview will look different depending on why your employee is leaving. Whatever the circumstances, you\u2019ll need to take the appropriate steps to ensure your business is covered.<\/p>\n Here are some examples:<\/p>\n When an employee resigns<\/strong> You’ll also need to calculate their notice period and if you have a pay in lieu of notice clause decide whether you want them to work until the end of their notice. Your leaver’s checklist may also include a security handover (retrieval of passcodes, badges, swipe cards and\/or uniforms), a final payment date and an exit interview.<\/p>\n When an employee is dismissed<\/strong> In the UK, dismissal procedures must follow the process set out in the Advisory Conciliation and Arbitration Service (Acas) code of practice. Otherwise, you could be taken to an employment tribunal and forced to pay compensation.<\/p>\n If you\u2019re thinking about dismissing an employee, you must seek professional advice to ensure the process is legal and non-discriminatory.<\/p>\n When an employee is made redundant<\/strong> When an employee retires<\/strong> Other reasons<\/strong> It’s important to note that every business is different, and it’s best to consult a HR professional to run through your contracts and make sure the process runs smoothly.\u00a0<\/span><\/p>\n Here is an example of a leaver\u2019s checklist you might follow if someone from your team resigns.\u00a0<\/span><\/p>\n These are just the very basic steps you might take when an employee decides to leave your company, and each one can present issues of its own.\u00a0<\/span><\/p>\n For example, there may be disputes about holiday allowance or expenses claimed, or you may be unsure about how to write a reference for an unreliable member of staff. Reach out to us, and we\u2019ll help build a personalised leaver\u2019s checklist that meets the unique needs of your business.<\/span><\/p>\n There are many reasons why issues might arise when you\u2019re completing a leaver\u2019s checklist. Perhaps your employee reports a toxic work culture during their exit interview, or maybe they refuse to work their full notice.\u00a0<\/span><\/p>\n In an ideal world, all working relationships would end on the best of terms, but this isn\u2019t always the case. When in doubt, it\u2019s best to consult a HR professional, but not all companies have an in-house team at their disposal. That\u2019s where we come in.<\/span><\/p>\n [\/et_pb_text][et_pb_video src=”https:\/\/www.youtube.com\/watch?v=mLyAsGaEsmM” _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][\/et_pb_video][et_pb_text _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”]<\/p>\n\n
Exit interviews and learning from leavers<\/span><\/h2>\n
Providing references – passing on information about previous employees<\/span><\/h2>\n
Restrictive Covenant Insurance \u2013 protecting your interests<\/span><\/h2>\n
Reasons for leaving<\/h2>\n
If an employee decides to leave your company, they will need to provide a formal letter of resignation in writing, whether that\u2019s on paper or via email.<\/p>\n
Dismissal will normally result from disciplinary action and requires formal documentation of the steps taken to ensure the dismissal has been fair. You must show that you have treated your employee correctly and that there is evidence of any wrongdoing.<\/p>\n
You may also select members of your team for redundancy, but you must follow the correct protocols. You must have a compelling business case and consult with staff or their elected representatives before selecting and terminating someone’s employment..<\/p>\n
When someone in your team chooses to retire, you’ll need a formal notification of their proposed retirement date. This is then handled in the same way as any other resignation.<\/p>\n
There are other reasons an employee may decide to leave your company, such as the end of a fixed-term contract, ill-health or personal reasons. Each of these scenarios requires a specific leaver’s process that our qualified HR professionals can help you complete.<\/p>\nLeaver\u2019s Checklist: What to do when an employee resigns<\/span><\/h2>\n
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When issues arise\u00a0<\/span><\/h2>\n
Leaver’s Checklist FAQ<\/span><\/h1>\n