Exit Interview templates toolkit
Toolkit support:
Legal compliance
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Our Exit Interview Templates Toolkit facilitates constructive feedback collection, improving insights for organisational improvement.
It is a must-have resource for any organisation looking to gain valuable insights from departing employees. Our toolkit includes a variety of customisable templates to help you conduct exit interviews effectively and efficiently.
Our templates cover a range of topics, including reasons for leaving, job satisfaction, and suggestions for improving the organisation. With our Exit Interview Templates Toolkit, you'll have access to templates for conducting interviews in person or online, as well as for analysing and reporting on the data you collect.
What are Exit Interviews?
An exit interview is a discussion between the employer and an employee who has decided to leave the business. It’s helpful to imagine them as the opposite of a job interview - instead of asking why they want to join your company, you’re asking them why they’ve decided to leave.
The objective is to better understand why that employee has decided to resign, in the hope that the company can improve how it works and prevent other employees from following suit.
By performing an exit interview with an employee before they go, you’ll have an opportunity to get honest feedback about positive and negative experiences. This will help you determine whether there is the potential to increase employee retention, improve engagement, and get valuable insight to help hire their replacement.
Legal compliance
There is no legal requirement to conduct an exit interview, but they can provide you with some useful information about underlying issues within your organisation.
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Exit interviews should be voluntary and not used as a condition of employment or a requirement for receiving a reference.
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Employers should inform the employee of the purpose of the exit interview and ensure that the employee understands that they can refuse to participate or disclose any information they do not wish to.
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Employers should ensure that the exit interview is conducted in a private and confidential setting to allow the employee to feel comfortable sharing their feedback and concerns.
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Employers should avoid asking questions that could be discriminatory or cause the employee to feel uncomfortable, for example, questions about the employee's age, disability, religion, or sexual orientation.
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Employers should handle any personal data collected during the exit interview in accordance with data protection laws and ensure that the data is not disclosed to third parties without the employee's consent.
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Employers should provide feedback to the employee on any issues raised during the exit interview and take appropriate action to address any concerns or issues identified.
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Employers should keep records of the exit interview, including any feedback or concerns raised by the employee, and use this information to improve their employment practices and address any issues within the organisation.
