Post-Departure Administration Checklist for Insurance
A checklist of administrative tasks to complete after an employee has left the business, ensuring all loose ends are tied up and records are finalised.
Aligns with ASIC regulatory requirements, General Insurance Code of Practice, and AFSL obligations. Includes audit trail provisions.
Complete Checklist
- 1Confirm all IT access has been fully revoked and accounts are disabledCritical
- 2Verify the final pay has been processed and received by the employeeCritical
- 3Confirm superannuation contributions have been submitted for the final period
- 4Complete the STP finalisation event for the departing employeeCritical
- 5Update the workers compensation insurer about the change in headcount
- 6Remove the employee from all internal systems, mailing lists, and directories
- 7Redirect or close the employee's email and phone number
- 8Update the company website, directory, or about page if the employee was listed
- 9Update the organisational chart and team structure documentation
- 10File the complete offboarding checklist and all departure documents
- 11Update the headcount and FTE reports
- 12Review exit interview feedback and add insights to the aggregate report
- 13Confirm all company property has been returned or accounted for
- 14Close out any outstanding expense claims or reimbursements
- 15Set a reminder to check for any post-departure correspondence or enquiries
Frequently Asked Questions
How long after an employee leaves should post-departure tasks be completed?
Most post-departure tasks should be completed within seven to fourteen days of the employee's last day. Time-critical items like IT access revocation should happen on the last day. Financial tasks like final pay must be processed within the statutory timeframe. Non-urgent items like updating org charts can be done within the first two weeks.
What should we do if we receive mail or correspondence for a departed employee?
Forward personal mail to the employee's forwarding address if provided. Business correspondence should be opened and directed to the appropriate current staff member. Set up email forwarding rules for a reasonable period. If external parties are still contacting the former employee, proactively notify them of the new contact person.
How do we handle references for former employees?
Establish a company policy on references. Many businesses only confirm employment dates and position held to minimise legal risk. If providing a more detailed reference, stick to factual, documented information. Never provide misleading positive references or defamatory negative ones. Designate who in the business is authorised to provide references.
Need help implementing these checks into your daily operations?
Our team can build custom checklists integrated into your daily operations workflow.