Offboarding

Each plan carries a task checklist grouped by department (IT, HR, Facilities, Payroll, Legal, Finance) with priorities and due dates auto-set from the termination date, a completion-percentage dashboard with needs-attention alerts, document collection, exit interview and knowledge transfer, and compliance paperwork. Tasks and documents come from reusable templates — one per exit type, labelled by role level, with each task assigned to a department — and any task can have a Forms app form attached. Whoever runs the plan can hand a step to someone else or reopen a finished one.

HR or IT can revoke access by hand from the plan's Access Revocation checklist, or let the daily job do it once the last working day has ended in your company's time zone (the Auto-Revoke setting, on by default). Either way the employee's OneMango membership is deactivated, their sessions end, and their password-vault credentials, contracts, workspaces and sites are handed to a surviving owner where those apps are enabled. For plans created from a termination in a connected HRIS, the job also disables the account in Okta, Microsoft Entra ID, or Google Workspace at the same-day primary SLA, where that directory is connected for user sync with write access (a directory that provisions people by SCIM is not called back: switch them off there yourself), hands the departing employee's files to their manager (a Google Drive ownership transfer, or a OneDrive share), sets an out-of-office reply on Microsoft 365, and reclaims their Slack seat with recovered-cost logging. For plans created any other way, the access-revocation checklist lists those systems for IT to switch off by hand. A dry-run mode is available while you validate a connection.

The access-revocation checklist tracks systems, physical items (badges, keys), and equipment, recording a condition, received-by, and return-date against each item before the checklist can be marked complete. When Asset Pro is enabled, that equipment list is pulled from the employee's actual assigned assets instead of a generic checklist, so asset tracking stays in Asset Pro while the offboarding plan confirms the return.

Exit interviews use a default 12-question template (select, free-text, 1–5 rating, and 0–10 NPS question types) or your own per-business template; each submission auto-calculates an NPS score and a summary stored on that plan. Knowledge transfer is captured across eight default sections — key responsibilities, critical processes, systems and tools, key contacts, ongoing projects, tribal knowledge, documentation and files, and recommendations — with an optional successor who is notified by email and in-app alert once the transfer is submitted. Both can be required gates before a plan is marked complete.

Yes. Group terminations let HR plan a layoff event, generate employee, union, and state-agency WARN notices, and track 60-day WARN compliance with an OWBPA age-demographics report. A severance calculator produces a gross-to-net breakdown (federal, state, and FICA withholding), and the separation-agreement wizard adds ADEA/OWBPA and state-specific clauses; you send the agreement and record it with Mark as Sent.

Yes. An inbound Merge.dev HRIS webhook creates an offboarding plan when an employee is terminated in the connected HR system, with HMAC signature verification on every request. Plan creation is idempotent, so a replayed event won't produce duplicate plans.

Every plan you start with a termination date is held to a one-business-day secondary target for its required tasks; plans created from an HRIS termination also get a same-day primary target for identity-provider deprovisioning. Both use holiday-aware business-day math. Progress and breaches are written to an append-only audit log per plan. Once a plan is past its secondary target with required tasks open, a daily sweep at 09:00 UTC notifies the manager, adds HR after 24 hours, and from 48 hours adds super admins and the manager's own manager.

Onboarding Hub manages the start of the employee lifecycle — welcoming, provisioning, and ramping new hires — while Offboarding manages the exit: resignations, deprovisioning, exit interviews, separation agreements, and compliance. They are separate apps, each pay-as-you-go with no license to buy — Onboarding Hub draws platform credits per hire and Offboarding per exit — and each is opt-in per tenant, disabled by default until an administrator enables it from the Apps Marketplace.