Benefits and Entitlements Close-Out Checklist for E-commerce & Retail
A checklist for closing out all employee benefits, entitlements, and membership programs when an employee departs the business.
Includes Australian Consumer Law (ACL) compliance features, GST calculations, and product safety record management.
Complete Checklist
- 1Calculate and process any outstanding expense reimbursementsCritical
- 2Cancel or transfer corporate memberships and subscriptions held in the employee's name
- 3Close out the employee's salary sacrifice arrangements
- 4Notify the health insurance provider if the employee is on a corporate plan
- 5Process the final superannuation contribution and notify the fundCritical
- 6Cancel the employee's fuel card or toll account if applicable
- 7Remove the employee from the income protection or life insurance group policy
- 8Close the employee's corporate credit card accountCritical
- 9Settle any outstanding staff loans or advances
- 10Transfer or cancel the employee's parking allocation
- 11Remove the employee from the employee assistance program provider list
- 12Process any loyalty, bonus, or commission payments owedCritical
- 13Notify the employee of their options regarding portable benefits such as super or health cover
- 14Update the benefits administration records to reflect the departure
- 15Confirm all benefits have been closed out and document the completionCritical
Frequently Asked Questions
What happens to an employee's superannuation when they leave?
The employer must make the final superannuation contribution for the employee's last period of employment by the next quarterly due date. The employee's super fund account remains theirs and they can choose to consolidate it with another fund, leave it where it is, or roll it into their new employer's fund. Provide the employee with their fund details and encourage them to check their balance.
Can we recover training costs from an employee who leaves early?
Only if there is a written training agreement signed before the training was undertaken that specifically allows for recovery of costs if the employee leaves within a defined period. The agreement must be reasonable and enforceable. Without such an agreement, you generally cannot recover training costs from final pay. Seek legal advice if you are considering implementing training cost recovery clauses.
How should outstanding staff loans or salary advances be handled at departure?
Review the terms of the loan or advance agreement. Deductions from final pay generally require the employee's written agreement. If the employee agrees, deduct the outstanding balance from the final pay. If they do not agree, you will need to pursue recovery through other means. Establish clear repayment terms at the time the loan is granted to avoid disputes at departure.
Need help implementing these checks into your daily operations?
Our team can build custom checklists integrated into your daily operations workflow.