Exit Management That Brings Closure, Not Friction

Exits often become urgent at the very moment when accuracy matters most. Resignations arrive by mail, approvals move in chats, and handover lists live in spreadsheets that few people own. Assets and access are missed because the checklist is not shared, and clearances are delayed because each function uses a different format. Meanwhile, employees waiting for relieving letters or experience certificates are unsure what is pending and whom to contact. The last impression risks becoming a scramble, even when the employment has been positive.

Without a single flow, the basics take too long. A manager might approve a release but not record the date that triggers notice pay. IT might disable accounts without confirming data handover. Finance might prepare a Full and Final settlement while a recovery is still in dispute. The result is avoidable rework, missed steps, and a noise level that distracts people from delivery in the final days.

The right approach makes tasks visible to the people who must do them, in the order that makes sense. Notice periods and garden leave are recorded, handover owners are named, and assets are tracked with due dates. Access removal is sequenced so work can finish, then credentials are closed. Because each action leaves a trace, managers can answer questions quickly, and the employee knows where things stand.

From ad hoc checklists to a shared workflow

Wallet HR’s Exit Management (link: exit-management page) turns offboarding into a coordinated process. Resignations are logged, approvals are recorded, and a single checklist is generated for all functions involved. Managers confirm handover, HR schedules conversations, IT tracks access removal and asset return, and admin closes site-level items. Each task is visible to the right person, with reminders that keep the process moving and a record that stands up to scrutiny.

Final paperwork and settlement use the same record, so dates and decisions do not get retyped. Payroll (link: payroll-management page) picks up the relevant components for Full and Final—such as notice pay, leave encashment, recoveries, and other eligible items—and generates the artefacts people expect, including relieving and experience letters. Because the story is consistent across functions, teams spend less time reconciling versions and more time finishing well.

Communication matters as much as control. Employees can see what is pending and whom to contact, which reduces anxiety and side-channel requests. Managers get prompts at the right time, not a long list at the end. Where rehire eligibility is part of policy, the record of a clean exit makes that decision easier and fairer to apply.

Leaders get practical benefits too. Visibility into pending steps reduces end-of-month surprises. Patterns in reasons for leaving inform retention work and workforce planning. Locations or roles with frequent last-day issues can be identified and fixed. Most importantly, the former employee leaves with clarity, and teams stay focused because offboarding is predictable.

For multi-location operations—plants, warehouses, and offices—the shared checklist prevents local variations from becoming policy drift. Each site follows the same standard while capturing its own logistics, such as ID return points or equipment dispatch, so compliance remains consistent and people know what “done” looks like.

Highlight: 

Make exits calm and consistent. Wallet HR coordinates tasks, paperwork, and Full and Final settlement in one flow, so knowledge transfer is clear, assets and access are closed on time, and the relationship ends on a good note.