Free form template · Word

Employee Exit Survey

An employee exit survey is an anonymous or confidential questionnaire sent to leavers, usually as an online link, to measure why people leave in a way that can be tracked over time. It uses an employer recommendation score, driver ratings and a few open questions that HR can analyse in aggregate.

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[Company Logo][Company Name]

EMPLOYEE EXIT SURVEY

[Company Name] – Exit Survey

This survey is anonymous. We do not collect your name or employee ID. Results are reviewed only in aggregate to improve the workplace. It takes about eight minutes.

Section 1: About you

Department (select)	[Sales / Operations / Technology / Finance / HR / Other]
Level (select)	[Individual contributor / Team lead / Manager / Senior leader]
Tenure (select)	[Under 1 year / 1–3 years / 3–5 years / Over 5 years]
Work location (select)	[Office / Plant / Field / Remote]

Section 2: Recommendation

On a scale of 0 to 10, how likely are you to recommend [Company Name] as a place to work to a friend? 0 = Not at all likely, 10 = Extremely likely.

Section 3: Rate each area (1 = Strongly disagree, 5 = Strongly agree)

Statement	1	2	3	4	5
My work was meaningful and well defined
My manager supported my development
I was paid fairly for my role
I had opportunities to grow
My workload was reasonable
I felt included and respected
Leadership communicated openly

Section 4: Reasons

Rank your top three reasons for leaving (1 = most important): Compensation, Career growth, Manager, Workload, Flexibility, Relocation, Personal or family, Further studies, Company direction, Other.

Section 5: Your views

What is the one change that would most improve the employee experience?
What did we do well that we should keep?
Anything else you would like to share?

Thank you for completing the survey. We wish you every success.

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What this template includes

Demographic filters (tenure band, department, level) without names
Employer recommendation score on a 0–10 scale
Driver ratings on a five-point scale
Ranking of top reasons for leaving
Open text questions
Clear anonymity statement

When to use it

You want trend data on attrition by department, tenure or location
You need honest feedback that leavers may not give face to face
You plan to build the survey in Google Forms, Microsoft Forms or your HRMS
You also want to survey employees a few weeks after they have left

How to customise this template

1Use bands for tenure and level so individuals cannot be identified in small teams
2Copy the questions into your online form tool
3Keep the drivers the same each year so trends are comparable
4Send the link on the last day and one reminder after a week

HR tips

Do not report results for groups smaller than five people
Combine survey data with interview notes for a fuller picture
Track the recommendation score quarter on quarter
Tell leavers the survey takes under ten minutes

For HR & hiring managers

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Frequently asked questions

What is the difference between an exit survey and an exit interview?+

An exit survey is self-completed, often anonymous and designed for trend analysis. An exit interview is a conversation that gives depth on individual cases.

When should an exit survey be sent?+

On or just before the last working day. Some companies also send a short follow-up survey a month or two after exit, when leavers may be more candid.

How do you keep an exit survey anonymous?+

Do not collect names or IDs, use broad bands for tenure and department, and report only aggregated results for groups large enough to protect identity.

All 50 resignation, exit & full-and-final settlement →

[Company Logo][Company Name]
EMPLOYEE EXIT CHECKLIST
Employee Name:
[Employee Name]
Last Working Day:
[Last Working Day]
This checklist helps you complete your exit from [Company Name] smoothly. Tick each item as you finish it and contact [HR Name] at [HR Email] for help.
1. Right after resigning
- Submit signed resignation letter or HRMS request
- Receive acknowledgement or acceptance with confirmed last working day
- Agree the handover plan and successor with your manager
- Request notice waiver in writing, if needed
2. During the notice period
- Prepare a handover note covering tasks, contacts, passwords process and files
- Hold walkthrough sessions with your successor
- Submit pending travel and expense claims
- Clear any salary advance or loan as agreed with Finance
- Submit investment proofs for tax calculation in final salary
- Update your personal email, address and nominee details with HR
Checklist · Word
Employee Exit Checklist
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[Company Logo][Company Name]
EXIT INTERVIEW FORM
Interview Date:
[Date]
Mode:
[In person / Video / Phone]
Interviewer:
[HR Name]
Employee Details
Employee Name
Employee ID
Designation
Department
Reporting Manager
Date of Joining
Last Working Day
Total Service (years / months)
Reasons for Leaving
Primary reason
Secondary reasons
When did you first think of leaving?
Was there anything that could have changed your decision?
Ratings (1 = Very poor, 5 = Excellent)
Form · Word
Employee Exit Interview Form
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[Company Logo][Company Name]
EMPLOYEE RESIGNATION FORM
Form No.:
[Reference Number]
Date Received by HR:
[Date]
[Company Name]
[Company Address]

To be filled by the employee and submitted to the reporting manager and HR. Please write clearly.
Section A: Employee Details
Employee Name
Employee ID
Designation
Department
Work Location
Date of Joining
Reporting Manager
UAN (for PF transfer)
Personal Email
Mobile Number
Section B: Resignation Details
Date of Resignation
Notice Period as per Appointment Letter
Requested Last Working Day
Request for Notice Waiver / Buyout (Yes / No)
If yes, reason for early release
Form · Word
Employee Resignation Form
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Primary reason
Secondary reasons
When did you first think of leaving?
Was there anything that could have changed your decision?

Date of Resignation
Notice Period as per Appointment Letter
Requested Last Working Day
Request for Notice Waiver / Buyout (Yes / No)
If yes, reason for early release

[Company Logo][Company Name]

EXIT CLEARANCE FORM

Form No.:: [Reference Number]
Date Issued:: [Date]

Part A: Employee Details

Employee Name
Employee ID
Designation
Department
Work Location
Date of Joining
Date of Resignation / Separation
Last Working Day
Type of Separation (Resignation / Retirement / Termination / Contract End)

Part B: Departmental Clearance

Department	Items to Check	Dues / Recovery (₹)	Cleared By (Name)
Reporting Manager	Handover note, files, pending work	[Amount]	[Reporting Manager]
IT	Laptop, accessories, email and system access, software licences	[Amount]	[Name]
Admin	ID card, access card, locker key, parking sticker, mobile / SIM	[Amount]	[Name]
Finance / Accounts	Salary advance, loan, travel advance, expense claims, corporate card	[Amount]	[Name]
Stores / Library	Tools, uniforms, books, safety equipment	[Amount]	[Name]
HR	Exit interview, leave balance, insurance, PF and gratuity forms	[Amount]	[HR Name]

Part C: HR Final Clearance

Form · Word

Exit Clearance Form

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[Company Logo][Company Name]
HR EXIT CHECKLIST
Employee Name / ID:
[Employee Name] / [Employee ID]
Last Working Day:
[Last Working Day]
A. On receipt of resignation (owner: HR Executive)
- Log resignation in HRMS with date received
- Send acknowledgement within one working day
- Inform reporting manager and department head
- Confirm notice period and compute last working day
- Issue acceptance letter after approval
- Raise backfill requisition if approved
B. During notice (owner: HR Business Partner)
- Share notice period guidelines and employee exit checklist
- Issue exit clearance form to employee
- Notify IT and Admin of LWD and access cut-off
- Schedule exit interview
- Collect leave balance and attendance for the final month
- Process notice waiver or extension requests
C. On last working day (owner: HR Executive)
Checklist · Word
HR Exit Checklist
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[Company Logo][Company Name]
MANAGER EXIT CHECKLIST
Leaving Employee:
[Employee Name]
Manager:
[Reporting Manager]
Last Working Day:
[Last Working Day]
Within 48 hours of resignation
- Meet the employee privately to understand the decision
- Inform HR and agree whether a retention discussion is appropriate
- Agree the last working day in line with notice terms
- Identify business risks from this exit (clients, deadlines, knowledge)
Handover planning
- Nominate successor or interim owner for each responsibility
- Ask the employee for a written handover document by [Date]
- Schedule knowledge-transfer sessions and attend at least one
- Collect process notes, templates and SOPs owned by the employee
- Confirm location of all files on company drives
Stakeholders and team
Checklist · Word
Manager Exit Checklist
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[Company Logo][Company Name]

IT EXIT CHECKLIST

Employee Name / ID:: [Employee Name] / [Employee ID]
Last Working Day:: [Last Working Day]
Ticket No.:: [Reference Number]

1. Hardware recovery

Asset	Serial / Asset Tag	Condition	Recovery (₹)
Laptop and charger	[Serial No.]	[Good / Damaged]	[Amount]
Mobile phone / SIM	[Serial No.]		[Amount]
Data card / dongle / headset	[Serial No.]		[Amount]
Security token / smart card	[Serial No.]		[Amount]

2. Data and email

Back up work files and transfer to [Reporting Manager]
Set auto-reply naming the new contact
Delegate or forward mailbox to manager for [number] days
Transfer ownership of cloud drive files and shared folders
Archive mailbox as per retention policy

3. Access revocation

Checklist · Word

IT Exit Checklist

Download .docx

[Company Logo][Company Name]

FINANCE EXIT CLEARANCE

Ref. No.:: [Reference Number]
Date:: [Date]

Employee Details

Employee Name
Employee ID
Department
Last Working Day
PAN
Bank Account (last 4 digits)

Amounts Recoverable from Employee

Item	Reference	Outstanding (₹)
Salary advance	[Reference]	[Amount]
Personal / vehicle loan	[Reference]	[Amount]
Travel advance not settled	[Reference]	[Amount]
Cash imprest / petty cash	[Reference]	[Amount]
Corporate card unsettled charges	[Card last 4 digits]	[Amount]
Total recoverable		[Amount]

Amounts Payable to Employee

Form · Word

Finance Exit Clearance

Download .docx

Employee Exit Survey

Preview of the form

Section 1: About you

Section 2: Recommendation

Section 3: Rate each area (1 = Strongly disagree, 5 = Strongly agree)

Section 4: Reasons

Section 5: Your views

What this template includes

When to use it

How to customise this template

HR tips

Hire top talent from BetterJobs

Frequently asked questions

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