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Offboarding mirrors onboarding: a checklist of things the organization must do, driven from the leaving date rather than the joining date. It is deliberately the only normal way employment ends — deleting an employee record is a data-correction tool, not an offboarding step.

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Starting an offboarding

Recorded up front:
  • Last working day and the end of employment — often different.
  • Who gave notice and the reason category.
  • The notice period applied, taken from the employment period in force. During probation this is the shorter probation term; afterwards it is the contractual one.
  • Whether a work certificate is to be issued.
The end date closes the open employment period. Everything downstream — final payroll, leave settlement, the certificate’s date range — reads from there.

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The lifecycle

EXIT_DIALOGUE_DONE is deliberately its own milestone, separate from COMPLETED. The conversation is not an item to be ticked off alongside returning a laptop, and it should not be blocked by outstanding paperwork — or vice versa.

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The checklist

Built from templates, the same machinery as onboarding. Tasks are categorised:

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Access revocation

Ending employment must actually end access. Offboarding is the point at which the person’s role and their sign-in path are brought into line with their new status — including for people who held privileged roles.
Access revocation on offboarding is an area the platform’s own architecture review has flagged as needing work — see the ADR-012 acceptance blockers in Surfaces. Until that lands, verify deactivation explicitly as part of the checklist rather than assuming it is automatic.

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Final pay

The last payroll run for a leaver settles more than the month’s salary:
  • Pro-rated salary to the end date.
  • Untaken vacation paid out, or overtaken vacation recovered.
  • Overtime balance, per the contract and the ArG rules.
  • Pro-rated 13th-month salary where it applies.
  • Deregistration from AHV, BVG and the other insurers for the following declaration.
See The monthly run.

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The exit dialogue

Offboarding closes with a conversation, not a form. The framing is deliberate: this is an exit dialogue, an honest reflection on what worked and what did not, and it is explicitly not a retention intervention.
Per ADR-006, the product will not build dark-pattern retention nudges into offboarding. Someone who has decided to leave is not a conversion funnel.

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Alumni

Identity is continuous, so a former employee remains the same User. That makes rehiring straightforward — their history is already there — and it is the basis for alumni access, where the person keeps a limited self-service view (their certificates, their final payslips) through their private e-mail after their company account is gone.

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Data retention

Offboarding does not erase the person. Swiss retention obligations for payroll records, declarations and contracts outlive employment, and the platform keeps them. Erasure requests are handled through the DSAR process, which distinguishes what must be kept from what must go.