Employee offboarding

Step by step

1. Prepare separation HR Manager

   HR Manager prepares the effective departure, supporting evidence and complete before-and-after proposal. Identify affected position and manager assignments, pending leave, policy obligations and required clearance tasks. Classify the separation under reviewed reporting rules. An intended departure remains a future change until approved; it cannot prematurely overwrite current employment or erase prior service.

   • Prepare the dated departure and affected scope
   • Updates HR changes, Employment spells, Position assignments

2. Approve separation HR Manager

   An independent HR Manager reviews the exact revision and effective boundary, excluding the preparer, material editors and applicable subject conflict. Resolve the treatment of direct reports, future reservations and required evidence. Any planned provider work uses the approved departure identity, with separate technical review when required by configuration.

   • Decide the exact departure revision
   • Updates Approval decisions, HR changes
   ApprovalA person approves before the work moves on.

3. Prepare clearance HR Specialist

   HR Specialist coordinates the offboarding checklist and named task assignees. Required work may cover equipment, account revocation, exit follow-up, document handling and notification to an external payroll provider. The assigned person sees only the task information they need. Requesting final-pay work does not calculate payroll or establish that payment has occurred.

   • Assign required offboarding work
   • Updates Onboarding checklists, Checklist templates, Checklist tasks

4. Apply separation HR Manager

   HR Manager applies the current approved departure at the first nonemployed instant. End the employment and position intervals, record linked history and reconcile eligible future reservations. Current Core HR grants and approval authority end at this boundary. An unresolved external revocation cannot keep internal team or private-data access active.

   • End effective employment and current authority once
   • Updates Employment spells, Position assignments, Employment history, Position history, Access grants

5. Resolve tasks HR Specialist

   HR Specialist follows actual task and provider outcomes. Follow the approved reassignment of pending decisions and reconciliation of leave, policy and direct-report obligations. An accepted request or transport acknowledgment does not complete account removal or equipment return. Uncertain outcomes retain their existing request identity for lookup and reconciliation, with an owner for every exception.

   • Reconcile outstanding tasks and actual provider outcomes
   • Updates Checklist tasks, Integration events, Leave requests, Policy assignments

6. Close HR Manager

   An independent HR Manager reviews the exact checklist and required evidence before closure. Required tasks need completion or a separately recorded, explicitly eligible waiver. A checklist with no applicable tasks needs express clearance. Closure records the offboarding outcome without implying a final payroll payment, external filing or unverified account action.

   • Review resolved evidence and close the checklist
   • Updates Approval decisions, Onboarding checklists, Checklist tasks
   ApprovalA person approves before the work moves on.

HR Manager

Prepares or independently approves separation and closure, then controls effective application.

HR Specialist

Coordinates assigned clearance work.

Manager

And Employee complete their permitted tasks.

Admin

Maintains technical delivery and any required additional review, without replacing HR approval or inferring provider success.