Gamfi for HR · Module
Employee offboarding: a checklist that keeps track of tasks, access and deadlines
In the Gamfi platform, an employee's departure runs on the same process path as onboarding, just in reverse: tasks for HR, the manager and IT, deadlines and reminders, a complete set of documents and an exit interview – one process instead of a checklist in one person's head.
Collecting equipment and access is a task with a deadline and escalation, closed by confirmation from the person responsible or a signal from your system – not an automatic account cut-off.
How it works
From a reported departure to a closed path – without emails, spreadsheets or wondering who did what.
- 1
The departure date starts the path
Tasks split between HR, the manager and IT – each sees their own, with a deadline and escalation when something stalls.
- 2
Equipment and access come off the list as a task
A task with a deadline is closed by confirmation from the person responsible, or a signal from your system once you connect it during rollout.
- 3
Knowledge and open matters go to someone
Tasks, documents and open matters assigned to the person taking over, before the last day is done.
- 4
The exit interview closes the process
A structured survey and a meeting built into the path – the result lands where you read the rest of your team data.
More, because it is one system
The exit interview and returning to the company work in the same platform where you run onboarding and engagement surveys.
Reasons for leaving alongside engagement surveys and onboarding for the same team
You see the exit interview result and the mood survey result for the same people in one platform – without moving data between two systems and two logins.
Returning to the company on the same engine as the first onboarding
When you decide to take someone back, the process starts from a ready-made onboarding path – you do not build it from scratch, the same as with a first hire.
HR, the manager and IT get their own tasks
Everyone sees only what they need to do, in a tool they already know from onboarding and training – nobody has to learn a second system for departures.
See how Gamfi is used in organisations with distributed teamsCustomers →
Describe your need
Describe the situation in your own words – we will write back with how the Gamfi platform answers that challenge. You decide about a meeting after you have read the answer.
What you get in Gamfi
Everything you expect from an offboarding tool – a task path, documents and the exit interview in one process.
Offboarding path
- Launching the path for a whole group at oncewhen closing a site or ending seasonal contracts – with a single action, not thirty times over
- Paths by reason for leaving, role and employment typeresignation, dismissal and the end of a civil-law contract each have separate steps
- Tasks split between HR, the manager and ITeach sees their own, with a deadline attached to the action
- Automatic reminders and escalationsan overdue task goes back to the person responsible, then upward
- A path-completion dashboardyou can see which processes have stalled before the notice period ends
- A task for IT as a path step, not a separate processif your system sends a signal, the step closes itself
- A return to work launches the same onboarding patha ready-made process for someone returning – not an alumni network
Collecting equipment and access
- A list of access and equipment to hand back, with a deadlinea task with a responsible person, not a call to IT three weeks after they leave
- Closing a task by confirmation or a signal from your systema webhook that completes the step with an event from your side, once you connect it
- Escalation when a task stallsa backlog shows up on the dashboard before it becomes a risk
Handover of knowledge and responsibilities
- Tasks and open matters assigned to the person taking overnot just a name on a list – a specific task with a deadline
- A complete set of documents as a path stepthe process does not move on while confirmation is missing
The exit interview and survey
- The exit survey sent automatically on the day of departurein line with the date recorded in the path
- The exit interview as a scheduled path stepthe meeting lands in HR's or the manager's calendar
- A separate set of questions for resignations and for contract endingschosen when the path is launched, not in reaction to an answer
- Answers in an aggregate summary, not individuallywe do not show a single answer in the manager's view
- The exit interview is run by whoever you chooseby default HR, not the departing employee's manager
Analysis after departures
- Early turnover alongside long-tenure turnover on the dashboardfirst-year turnover alongside long-tenure turnover
- A breakdown of reasons for leaving over time, per team and manageralongside engagement survey and onboarding results for the same teams
Compliance and final documents
- A deadline you set yourselves, with an alert and escalationan alert before the deadline, escalation after it – you match the date and rules to the regulations that apply to your company
- A separate path for civil-law and B2B contractsno employment reference certificate, with a different set of steps than an employment contract
- Data residency in the EU after an employee leavesthe same foundation as the platform's other modules
Data and system access
- Employee import from a filewith an error report for every row
- API and webhooks for data exchangeclosing a step with an event from your system, without ticking it off by hand
- Organisational structure: company, branch, locationyou point a path at a branch of the structure, not at a list of names
- Access from a phone through a browserHR and the manager close tasks without installing anything
Common questions
Open the one that applies to you.
Does an employee's departure automatically cut off their access to systems?
Not automatically – and we say that plainly, because security is the stake here, not convenience. Collecting access and equipment is a task with a deadline and escalation, closed by confirmation from the person responsible or a signal from your system once you connect it during rollout. No tool closes this topic a hundred percent – access set up outside the official IT process always stays outside automation, with every provider.
Is the exit interview anonymous?
We show a team result only once the number of answers passes an agreed threshold – so nobody can be identified in a small team. You set the threshold, and only the roles you grant it can see the aggregate result.
Does the exit survey ask different questions depending on a previous answer?
Not today. Everyone sees the same set of questions, regardless of previous answers – branching questions is not currently available.
Do you have an alumni programme or a former-employee network?
No. What we have is a ready-made onboarding process that starts up for someone returning to the company – the same engine you use to run onboarding. It is not an alumni network, communication to a former-employee database, or a boomerang-referral programme – if that is what you are looking for, we do not offer it today.
Does the system track the deadline for issuing an employment reference certificate and inform about document retention?
The deadline you set goes into the same mechanism as the rest of the tasks in the path – with an alert and escalation as it approaches. The deadline for issuing the employment reference certificate goes into the path as a step with an alert – we set the date together with you during rollout. You issue the document itself wherever you run payroll. We describe storing employee documentation separately – see the Digital Personnel File.
Do you handle ending engagements with people on a civil-law contract or B2B?
Yes. The path for civil-law and B2B contracts is separate from the path for an employment contract – a different set of steps, no employment reference certificate, with invoice settlement instead of a final payslip.
How long does rollout take, and what do you need from us?
The application is live at your company within a day. Rolling out the first offboarding path usually takes 3–4 weeks, and the pace depends mainly on how quickly we exchange information. From your side we need: a description of how you end an employee's engagement today, a list of final documents, the content of the exit survey, and one person deciding on the shape of the process.
What determines the price?
Price depends on a few factors: the number of participants, the scope of modules and the scale of rollout. We are happy to go through the details on a call and in further contact.
For your IT team
The shortest version of the answer for security and integration teams.
- The task of collecting access and equipment is closed by confirmation from the person responsible or a webhook from your system – not an automatic account cut-off initiated by Gamfi
- Company login (SSO), automatic accounts (SCIM) for employee accounts
- API and webhooks for integrating with your IT and payroll/HR systems
- An immutable event log, data hosted in the EU