Exit Process

This guide covers the board an employee moves across during offboarding, its stages, and the tasks tracked against them.

Purpose

Once someone's departure is confirmed, HR needs a working view of where they stand and what's left to do. This answers: "What stage is this exit at, and who still owes what?"

Starting an Exit Process

HR creates an exit process — a title, description, and one or more assigned managers — and then places the departing employee onto it. An employee can also arrive here automatically, if their resignation request was approved.

Every new exit process comes with a standard starting set of stages: Notice Period, Exit Interview, Work Handover, FnF Settlement (final settlement), Farewell, and Archived. Further stages can be added on top of these, each with its own assigned managers, the same way Onboarding stages work.

Moving Through Stages

The employee is shown on a visual board, grouped by stage, and can be moved from one stage to the next as their exit progresses — notice period, then interview, handover, settlement, and farewell, in whatever order the company uses them.

Reaching the Archived stage is what actually closes the exit out. The moment an employee lands there, their account with the system is deactivated — they can no longer log in. Moving them back out of Archived reverses that and restores their access.

Tasks

Just like Onboarding, an exit process can have tasks attached to a stage — handover items, return of company property, exit paperwork, or anything else worth tracking. A task can be assigned to everyone currently in a stage at once, or to specific employees individually.

The status of each task moves through: Todo → In Progress → Stuck → Completed.

One meaningful difference from Onboarding: the departing employee can update their own task status, not just the assigned managers — so someone working through their handover checklist can mark items done themselves as they go.

Notes

Dated notes, with file attachments if needed, can be added to an employee's exit record as it progresses — a running account of anything worth keeping on file about how the departure is going.

What Each User Sees

Action	Employee	Offboarding Manager	HR Administrator
View their own exit progress	✅	✅	✅
View others' exit progress	—	✅	✅
Create an exit process	—	—	✅
Add an employee to an exit process	—	✅	✅
Move an employee between stages	—	✅	✅
Create tasks and assign them	—	✅	✅
Update their own task status	✅	✅	✅
Add notes	—	✅	✅
Delete an exit process or a stage	—	—	✅

How Visibility Is Decided

1. Being the employee in question. A departing employee can always see and act on their own exit progress and tasks.
2. Being an assigned manager. Offboarding Managers are explicitly assigned — to a process, a stage, or a task. Being assigned to any exit process, stage, or task anywhere in the system is enough to open the board and act broadly, not just on the one they were specifically assigned to — a similar broad pattern to the one used in Recruitment and Onboarding.
3. Permissions. Creating an exit process, adding an employee to one, and deleting records all require the matching permission.
4. Company. Exit processes belong to the company they were created under.

Good to Know

• The default stage set covers a typical exit end to end — notice, interview, handover, settlement, farewell, archive — but nothing stops a company from adding more.
• An employee can only be on one exit process at a time, so re-adding someone who's already offboarding updates their existing record rather than starting a second, parallel one.
• Archiving is reversible. If an exit needs to be paused or reconsidered, moving the employee back out of the Archived stage restores their access immediately.

Every step out, tracked to the end.