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 that support role-level and department-specific variants, and any task can have a Forms app form attached.

A daily job driven by the termination SLA deactivates the employee's MangoApps account and terminates sessions. When you connect an identity provider, it also disables the account in Okta, Azure AD, or Google Workspace, transfers the departing employee's files to their manager, sets mailbox out-of-office and forwarding, reclaims paid SaaS seats (Slack) with recovered-cost logging, and reassigns their password-vault credentials and contract portfolio to a surviving owner. A dry-run mode is available while you validate a connection.

The access-revocation checklist tracks systems, physical items (badges, keys), and equipment. When Asset Pro is enabled, the plan shows the employee's assigned assets and records return-shipment details (carrier and tracking number) against each assignment, so asset tracking stays in Asset Pro while the offboarding plan captures the return.

Exit interviews use a default 12-question template (select, free-text, 1–5 rating, and 1–10 NPS question types) or your own per-business template, and responses roll up into an aggregated analytics dashboard with NPS scoring. 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 a successor assignment verified by their supervisor. 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 with e-signature.

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, and a polling fallback sweeps the HRIS for any missed terminations. Plan creation is idempotent, so a replayed event won't produce duplicates.

Every departure is held to a same-day primary access-revocation target and a one-business-day secondary target for all required tasks, using holiday-aware business-day math. Progress and breaches are written to an append-only audit log per plan, and a tiered escalation chain notifies the manager at 24 hours, HR at 48 hours, and executives at 72 hours.

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 requires a license and is opt-in per tenant, disabled by default until an administrator enables it from the Apps Marketplace.