Exit Interview Template
Free exit interview template for UK employers. Questions and form for conducting constructive exit interviews with departing employees.
Use this template to gather valuable feedback from departing employees.
Exit Interview Form
Confidential
| Field | Information |
|---|---|
| Employee Name | |
| Position | |
| Department | |
| Manager | |
| Start Date | |
| Leave Date | |
| Interview Date | |
| Interviewer |
Section 1: Reason for Leaving
What is the main reason for your decision to leave?
- New job/career opportunity
- Higher salary elsewhere
- Career development/promotion
- Relocation
- Return to education
- Retirement
- Family/personal reasons
- Health reasons
- Relationship with manager
- Company culture/environment
- Workload/stress
- Other: ________________
Please explain in more detail:
[Space for response]
Was there anything the Company could have done to prevent you leaving?
[Space for response]
Section 2: Your Role
How would you describe your experience in your role?
| Aspect | Very Satisfied | Satisfied | Neutral | Dissatisfied | Very Dissatisfied |
|---|---|---|---|---|---|
| Job content/duties | |||||
| Workload | |||||
| Work-life balance | |||||
| Training received | |||||
| Tools/resources | |||||
| Career development |
What did you enjoy most about your job?
[Space for response]
What did you enjoy least about your job?
[Space for response]
Were your skills and talents well-used?
- Yes
- Somewhat
- No
Comments:
[Space for response]
Section 3: Management and Leadership
How would you rate your direct manager?
| Aspect | Excellent | Good | Adequate | Poor | Very Poor |
|---|---|---|---|---|---|
| Communication | |||||
| Feedback and recognition | |||||
| Support and guidance | |||||
| Fairness | |||||
| Technical competence | |||||
| Leadership |
What could your manager have done differently?
[Space for response]
How would you rate senior leadership?
| Aspect | Excellent | Good | Adequate | Poor | Very Poor |
|---|---|---|---|---|---|
| Vision and direction | |||||
| Communication | |||||
| Decision-making | |||||
| Accessibility |
Comments on leadership:
[Space for response]
Section 4: Company Culture and Environment
How would you describe the company culture?
[Space for response]
How would you rate the following?
| Aspect | Excellent | Good | Adequate | Poor | Very Poor |
|---|---|---|---|---|---|
| Team working | |||||
| Communication | |||||
| Morale | |||||
| Working environment | |||||
| Diversity and inclusion | |||||
| Work-life balance |
Were company values evident in day-to-day operations?
- Yes, always
- Usually
- Sometimes
- Rarely
- No
Comments:
[Space for response]
Section 5: Pay and Benefits
How competitive did you consider your pay?
- Very competitive
- Competitive
- About average
- Below average
- Not competitive
How would you rate the benefits package?
| Benefit | Excellent | Good | Adequate | Poor | N/A |
|---|---|---|---|---|---|
| Pension | |||||
| Holiday | |||||
| Sick pay | |||||
| Flexible working | |||||
| Other benefits |
Comments on pay and benefits:
[Space for response]
Section 6: Training and Development
Did you receive adequate training for your role?
- Yes
- Partially
- No
Were there opportunities for development and progression?
- Yes, good opportunities
- Some opportunities
- Limited opportunities
- No opportunities
What training or development would have been helpful?
[Space for response]
Section 7: Overall Experience
Overall, how would you rate your experience working here?
- Excellent
- Good
- Average
- Poor
- Very Poor
Would you recommend the Company as a place to work?
- Definitely yes
- Probably yes
- Not sure
- Probably not
- Definitely not
Would you consider returning to work here in the future?
- Yes
- Possibly
- No
Section 8: Suggestions for Improvement
What one thing would you most like to see improved?
[Space for response]
Do you have any suggestions for improving the following?
Recruitment and onboarding:
[Space for response]
Training and development:
[Space for response]
Management and leadership:
[Space for response]
Communication:
[Space for response]
Working environment:
[Space for response]
Section 9: Additional Comments
Is there anything else you would like to share?
[Space for response]
Interviewer Notes
Key themes from this interview:
[Space for notes]
Action items to raise:
| Issue | Recommended Action | Urgency |
|---|---|---|
Serious concerns flagged?
- No concerns
- Yes - details: ________________
If serious concerns (harassment, discrimination, safety), escalate immediately to [HR Director/appropriate person].
Declaration
Employee: I confirm that the information given is my honest feedback and understanding.
Signature: _________________ Date: _________
Interviewer: I confirm this is an accurate record of the discussion.
Signature: _________________ Date: _________
Guidance for Interviewers
Before the Interview
- Review employee's file and tenure
- Prepare a neutral, private space
- Allow 30-60 minutes
During the Interview
- Put the employee at ease
- Listen without being defensive
- Don't make promises you can't keep
- Thank them for their service
- Explain how feedback will be used
After the Interview
- Document key points
- Identify actionable feedback
- Escalate serious issues immediately
- Add to anonymised trend data
- Store confidentially
Related templates
Employee Handbook Template
Free employee handbook template for UK SMEs. Comprehensive staff handbook covering policies, procedures, and employee information.
Employee Leaver Checklist
Free leaver checklist for UK employers. Comprehensive offboarding checklist for resignation, redundancy, and dismissal.
Resignation Acceptance Letter Template
Free template for accepting an employee's resignation. Confirms notice period, last day, and final pay arrangements.
Frequently Asked Questions
- Are exit interviews mandatory?
- No, exit interviews are voluntary for both employer and employee. However, they provide valuable feedback about the workplace, management, and reasons for leaving that can help reduce future turnover.
- Who should conduct exit interviews?
- Ideally someone other than the direct manager - often HR. This encourages honesty. The interviewer should be neutral, listen without being defensive, and assure confidentiality where possible.
- What should I do with exit interview feedback?
- Analyse trends rather than individual comments. Look for patterns in reasons for leaving, management feedback, or suggested improvements. Use insights to improve retention. Handle any serious issues (harassment, discrimination) separately and immediately.