Exit interview questions form template
Our Exit Interview Questions Form ensures a thorough and structured approach to gathering valuable feedback from departing employees.
If an employee is leaving, use this model form template in an exit interview to ask questions about their experience, and their reasons for leaving the organisation.
15 mins
What is an Exit interview questions form?
The Exit Interview Questions Form Template ensures meaningful and productive conversations to understand reasons for leaving and improve the employer-employee relationship.
It covers essential categories and is best conducted a week before the employee's departure.
No later than 1 week before the employee leaves the organisation
The Employer (you) to the Employee
Great Britain & NI (United Kingdom), Worldwide
What steps should I take to ensure the effective, compliant execution of this form?
| Step | Description | Responsibility | Timing |
| 1 | Notify the departing employee about the exit interview. | HR/Manager | Before last day |
| 2 | Schedule the exit interview meeting. | HR/Manager | Before last day |
| 3 | Conduct the exit interview using the Questions Form. | HR/Manager | Ideally, no later than 7 days before employment ends |
| 4 | Gather and record the employee's feedback and responses. | HR/Manager | During interview |
| 5 | Analyse the feedback to identify areas for improvement. | HR/Management | After interview |
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What legislation or best practices underpin this template / should I be aware of?
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Data protection: Employers must comply with the requirements of the General Data Protection Regulation (GDPR) when collecting and processing personal data from employees. This means that employers must obtain consent from employees before collecting their personal data, and must ensure that the data is stored securely and used only for the purposes for which it was collected.
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Discrimination: Employers must ensure that exit interview questions do not discriminate against employees on the basis of any protected characteristics, such as age, gender, race, religion, or sexual orientation.
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Confidentiality: Employers must ensure that the information collected during the exit interview is treated confidentially and is only shared on a need-to-know basis. This means that only those individuals who need to see the information should have access to it.
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Exit interview process: Employers must ensure that the exit interview process is fair and consistent for all employees, and that employees are not treated unfairly or discriminated against on the basis of their employment status or any other factors.
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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To view this you will need to make a purchase.
Refer to your local employment legislation / labor laws to support the execution of the template. Review the wording for local accuracy.
Exit interview questions
Employee's details
| Name: | |
| Job title: | |
| Department: | |
| Manager: | |
| Start date: | |
| End date: | |
| Exit interviewer: |
Job description and duties
1. What did you like most about your job and why?
2. What did you like least about your job and why?
3. Do you feel that the job description given to you when you took the job on accurately describes the role?
4. Were your duties clearly described to you when you took on the role?
5. Have your duties changed since you took on the role? If so, how?
6. Does the current job description accurately describe the job?
7. Do you have any suggestions as to how the job could be improved?
If so, have you raised them in the past with [your manager]?
8. Did you feel valued in your role?
9. Did you feel that you had an acceptable workload or were you under- or overworked?
10. How would you describe the prospects for advancement/promotion?
Working conditions
11. How would you describe the physical working conditions in your department?
12. Do you have any suggestions as to how the department working conditions could be improved?
If so, have you raised them in the past with [your manager]? Relationships with manager and colleagues
13. How would you describe morale in your department?
14. How would you describe your working relationship with your colleagues?
15. How would you describe your working relationship with your manager?
| 16. Did your manager: | Always | Often | Seldom | Never |
| Explain tasks properly? | ||||
| Give adequate instructions? | ||||
| Listen to suggestions? | ||||
| Give adequate help/advice where required? | ||||
| Show fair/unbiased treatment? | ||||
| Provide constructive feedback on your performance? | ||||
| Give praise where due? | ||||
| Keep you informed about your progress? | ||||
| Know and follow company procedures? |
Company pay and benefits
| 17. How would you rate the following pay and benefits provided by the Company? | Very good | Good | Average | Poor | Very poor |
| Remuneration | |||||
| Pension | |||||
| Long service award | |||||
| Bonus scheme | |||||
| Company car / car allowance | |||||
| Employee share scheme | |||||
| Occupational health scheme | |||||
| Sick pay | |||||
| Health insurance | |||||
| Life insurance | |||||
| Season ticket loan scheme |
Company communication
18. How did you feel about the level of communication within your team/department?
19. How did you feel about the level of inter-department communication?
20. Do you feel that you were kept well informed about what was happening in the Company as a whole?
21. Do you have any suggestions as to how communication at the different levels could be improved?
If so, have you raised them in the past with [your manager]?
Training and development
22. Do you feel that you were given an effective induction into the Company?
23. Do you feel that you received adequate training/coaching to perform your role?
24. What is your opinion of the career development opportunities within the Company?
25. Do you feel that the right training was available to you to develop your career within the Company?
Work-life balance
26. How do you feel about your work-life balance while working for the Company?
27. While working at the Company did you make any request for more flexible working hours?
If so, what was your request and was it accepted?
28. Do you have any suggestions as to how work-life balance within the Company could be improved?
| 29. How would you rate the following benefits provided by the Company? | Very good | Good | Average | Poor | Very poor |
| Maternity pay and leave | |||||
| Paternity pay and leave | |||||
| Adoption pay and leave | |||||
| Childcare | |||||
| Career break scheme |
| 30. Have would you rate the following aspects of working at the Company? | Very good | Good | Average | Poor | Very poor |
| Work equipment | |||||
| IT services | |||||
| HR services | |||||
| Parking facilities | |||||
| Canteen facilities | |||||
| Sport/social facilities | |||||
| First aid | |||||
| Security | |||||
| Company reputation |
31. Do you think that the Company has a good reputation as an employer?
32. Would you recommend the Company as an employer to others?
33. Do you think that the Company is perceived as being run on ethical lines?
Reason for leaving
34. Why are you leaving the Company?
35. If you are moving to another job, for which company will you be working?
36. What will your new job involve?
37. In what ways do you consider that the new company and/or job will be better for you?
38. Please use this space for any further comments on your decision to leave the company.
References: Data Protection
Please indicate below whether or not you wish [name of company] to provide a reference about your employment with us where a reference request is received from a prospective employer.
[In accordance with [name of company]'s policy on giving references, any such reference may include: [insert details as appropriate e.g. dates of employment, job title, key job duties and level of responsibility].]
Yes/No
Version: [1.0]
Issue date: [date]
What communication / process sequence is this part of?
Exit interview meeting invitation letter template
Our Exit Interview Meeting Invitation Letter template streamlines the process, ensuring a smooth and professional communication with departing employees.
Why buy our Exit interview questions form template?
- It's easily editable and implementable, saving you time and money
- It's designed by CIPD accedited Chartered HR practitioners with operational experience in this area
- You will maintain compliance with ACAS guidelines, legislation, and industry best practices
- Email notifications for any updates made to this template or its accompanying materials
- 12 months of unrestricted access without any additional costs (any update in that period is free to you)
- A 25% discount on all library, toolkit, and template purchases/renewals
