Plan an employee's offboarding: access, equipment, final pay and handover

Plan the offboarding of {{employee_role}}, whose last day is {{last_day}}, for {{owner}} to run, so that their work is handed over before they go, their access ends at the right moment, equipment comes back, and final pay is correct and on time. The departure is {{departure_type}}.

What they own now (projects, clients, systems, recurring tasks, documents):
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{{responsibilities}}
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Systems and equipment they have: {{access_and_equipment}}

Our offboarding policy and final pay rules, as written:
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{{policy}}
"""

Where they work: {{location}}
Who takes over their work: {{successors}}

Produce, each with a heading:
1. Checklist: a table with the columns When (a date, or "last day" with a time), Task, Owner, Done, sorted by date, covering handover, access removal, equipment return, final pay and benefits, the exit interview, and telling the team and any clients.
2. Handover plan: for each responsibility, who takes it over, what they need (documents, introductions, shared passwords changed after the person leaves) and a handover meeting date.
3. Final pay and benefits: what our policy says about the final paycheck, unused vacation, expenses, equity and when benefits end. Rules on final pay timing and vacation payout differ by place, so beside each item write [CHECK RULES FOR {{location}}] for HR or payroll to confirm, and do not state the law yourself.
4. Exit interview: 6 to 8 open questions about their work and the team, for example "What would you change about how work reaches you?" That example shows the form only.
5. Messages to the team and to any clients, under 100 words each, saying when they leave and who to contact from now on.

A good plan leaves nothing that only the leaver knows how to do. Keep it practical and respectful.

Do not say or hint why they are leaving in any message, and leave out personal details. If the departure is involuntary, time access removal for the meeting where they are told, and send the team message only after that meeting. If a responsibility has no successor, mark it [OWNER NEEDED] and list it at the top.