Offboarding
Ending employment cleanly: final pay, access revocation, asset return and records retention.
Workflow
- 01Notice
- 02Final Pay Calculation
- 03Access Revocation
- 04Asset Return
- 05Records Retention
If you change this
It implies 10 topics across 2 modules, including Security & Identity which you might not expect.
See the path ahead →Why it matters
A leaver who keeps their access is an open door with no owner. A leaver paid incorrectly is a dispute with a statutory dimension. Neither is discovered quickly, because nobody is watching a person who has gone.
- Access removal is time-critical: Particularly for involuntary exits.
- Final pay is legally specific: Accrued leave, long service where it applies, notice and any redundancy entitlement, each taxed correctly.
- It is the last impression: And a strong predictor of whether someone speaks well of the organisation afterwards.
The workflow
- 01
Notification
Resignation, termination or end of contract is recorded with an effective date and reason.
- 02
Access revocation
Identity and system access removed, timed to the circumstances.
- 03
Asset recovery
Equipment, keys, cards and credentials returned and recorded.
- 04
Final pay calculation
Notice, accrued leave, long service and any redundancy computed and taxed correctly.
- 05
Reporting
Termination reported through STP with the correct reason code.
- 06
Knowledge and handover
Work reassigned, documentation captured.
- 07
Exit feedback
Collected and, more importantly, read.
For an involuntary exit, access removal should be simultaneous with the conversation, not a ticket raised after it. That requires the process to be prepared in advance, because the moment is not the time to design it.
What you need in place
- Identity integration: HR termination drives access removal automatically.
- Final pay rules: Configured per entitlement type and tested, including redundancy.
- Termination reason codes: Correct, because they drive both reporting and what the employee can claim.
- Asset register: Something to reconcile returns against.
- An involuntary path: Designed separately, with different timing.
Questions to ask
01Access
How long between termination and access removal, in practice?
Measure it. The gap is usually longer than anyone believes.
02Involuntary
Is there a separate, prepared path for involuntary exits?
Designing it in the moment guarantees mistakes.
03Final pay
Who checks a final pay before release?
These are the payments most likely to be disputed.
04Reason codes
Are termination reasons recorded accurately?
They drive STP reporting and entitlements.
05Contractors
Does the process cover non-employees?
Contractor access commonly outlives contractor engagement.
Metrics and KPIs to track
Access removal time
Termination effective date to access revoked.
Final pay accuracy
Final payments requiring correction.
Asset recovery rate
Issued assets returned.
Exit interview completion
And whether themes are acted on.
Alongside this