Ending employment audit

Ending employment is usually the employee's choice, and finding out reasons for leaving can help you become a better employer and improve staff retention. If the employer decides to end employment, it should be only as a last resort and after following the correct procedure. The rights of employees must be protected throughout. This evaluation aims to help you assess and improve how you manage the termination of employment.

There are 9 questions spread over pages. If you would like to prepare your answers, you can view and print all the questions first. Otherwise, you can start the audit below.

Please select your answers to the questions below. Questions marked with an asterisk (*) and highlighted must be answered before you can move on to the next page. Click on 'clear' at the bottom of the page to clear your selections and start the page again.

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Monitoring reasons for leaving

1. Organisations that monitor numbers of leavers (turnover) and ask those leavers their reasons for going are likely to receive valuable feedback. Exit interviews should be complementary to staff surveys, which should identify the positive reasons for staying with the organisation.

Does your organisation monitor leavers? *

Cover for vacancies

2. Legal requirements for the social care sector stipulate minimum levels of cover. If a staff member resigns, you may need to arrange temporary cover until a replacement can be found.

Do you have a procedure for doing this? *


3. An employer is not legally required to provide a reference for an ex-employee, but should you choose to do so, the reference should be drawn up as soon as the employee leaves, and while she or he remains fresh in your memory.

Does this happen in your organisation? *