Employee Exit Interview Form

No. This Free parent requires the departing person's name and email so an authorized reviewer can verify the response and arrange requested follow-up. Describe it as confidential only to the extent your real access, escalation, and disclosure practices support that claim.

No. It does not submit or accept a resignation, confirm a last day, change employment status, calculate final pay, manage benefits, return property, remove system access, or complete any other offboarding task. Use the organization's official processes for those actions.

The form can record that separate help may be needed, but it should not be the only or promised formal channel. Publish monitored HR, ethics, safety, safeguarding, union, regulator, legal, and emergency routes as applicable, and explain that this submission may not open a case or preserve a deadline.

Usually not. A broad reason for leaving is enough for an ordinary exit survey. Do not require a new employer's identity, offer letter, salary, contact details, or other confidential information unless a reviewed lawful process has a specific proportionate need.

Use a defined human review process. Limit direct access, separate case handling from trend summaries, suppress very small groups, remove unnecessary identifiers, consider context and corroborating evidence, and never promise anonymity or confidentiality beyond the actual process.