Employee Offboarding Software

Plan the departure

Work through an employee’s leaving date and connected HR decisions in a guided process, with the details available for review.

An employee departure affects more than the status of one record. HR Planner brings the termination date, reporting relationships, approval responsibilities and final leave allowance into a guided flow. This helps an administrator consider the connected changes before completing the departure, rather than discovering them in separate places afterwards.

For example, when a team leader leaves at the end of a month, begin with their departure date and review the responsibilities attached to their record. The process then provides a practical structure for considering who should take over management and approvals, alongside the employee’s final leave position.

The departure process distinguishes management responsibilities from approval and notification responsibilities. Administrators can choose replacements or remove affected relationships, and capture transfer timing where supported. Treating these as explicit decisions helps you work through the roles a person holds beyond their job title.

For example, a departing manager may supervise a team, approve expenses and act as a backup for another department’s leave requests. Those responsibilities may move to different colleagues. Review each relationship and choose the appropriate replacement instead of assuming one successor should inherit every responsibility.

Review final leave

Check the final allowance calculation against the departure date and working pattern, with adjustment and rounding options available for review.

Leaving part-way through a leave year changes the period used when reviewing entitlement. HR Planner supports final allowance reconciliation using working time in the year, with the calculated result available for an administrator to assess. Adjusted allowances and rounding options make any chosen changes explicit within the process.

For example, someone leaving after a change to part-time hours may need a closer review than a simple whole-year allowance suggests. Check the applicable working periods, the proposed final allowance and leave already recorded. The resulting HR record provides context for your separate final-pay process and any further action required.