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Exit Letter To Employee

Exit Letter To Employee Template for Pakistan

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Key Requirements PROMPT example:

Exit Letter To Employee

"I need an Exit Letter To Employee for our senior software developer who has resigned with immediate effect, needs to serve a 30-day notice period until January 15, 2025, and has multiple ongoing projects that require handover procedures."

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Document background
The Exit Letter To Employee is a crucial document in Pakistani employment practice, required whenever an employment relationship is terminated, whether through resignation, termination, or retirement. It serves as official documentation of the employment separation and must comply with the Industrial and Commercial Employment (Standing Orders) Ordinance 1968 and other relevant Pakistani labor laws. The letter is typically issued following the receipt of a resignation letter or decision to terminate employment, and precedes the final settlement process. It includes essential information such as the last working day, notice period details, final settlement components, and post-employment obligations. The document plays a vital role in protecting both employer and employee interests by clearly documenting the terms of separation and ensuring compliance with legal requirements regarding notice periods, final settlements, and benefit payments.
Suggested Sections

1. Letter Header: Company letterhead, date, reference number, and employee's contact details

2. Subject Line: Clear indication that this is an exit letter/employment termination confirmation

3. Employment Details: Confirmation of employee's position, department, and duration of employment

4. Termination Details: Last working day, type of separation (resignation/termination/retirement), and notice period details

5. Final Settlement Information: Overview of final payment including salary, benefits, and other dues

6. Company Property Return: List of company assets to be returned and confirmation of their return

7. Confidentiality Reminder: Reminder of ongoing confidentiality obligations post-employment

8. Certificate of Service: Confirmation that a service certificate will be provided

9. Contact Information: Details for future correspondence and collection of documents

10. Signature Block: Space for authorized signatory and company stamp

Optional Sections

1. Non-Compete Clause Reference: Include when the employee's contract contained non-compete provisions that survive termination

2. Retirement Benefits: Include for retiring employees, detailing pension and retirement benefit arrangements

3. Performance Recognition: Optional positive note about employee's service, included for amicable separations

4. Handover Process: Include when the employee needs to transfer specific responsibilities or projects

5. Exit Interview Reference: Include when an exit interview is required as part of the separation process

6. References Policy: Include when specifying the company's policy on providing references

Suggested Schedules

1. Final Settlement Calculation: Detailed breakdown of all financial settlements including salary, gratuity, and other benefits

2. Clearance Checklist: List of departments from which clearance is required before final settlement

3. Company Property Checklist: Detailed list of company assets to be returned with their condition noted

4. Benefits Status Summary: Summary of status of various benefits including insurance, loans, and other schemes

Authors

Alex Denne

Head of Growth (Open Source Law) @ Genie AI | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

Linkedin in social icon imageX social icon image
alex.den.21@genieai.co
Relevant Industries

Banking & Financial Services

Information Technology

Manufacturing

Retail

Healthcare

Education

Telecommunications

Construction

Professional Services

Energy

Mining

Agriculture

Hospitality

Transportation & Logistics

Media & Entertainment

Real Estate

Public Sector

Non-Profit Organizations

Relevant Teams

Human Resources

Legal

Compliance

Finance

Payroll

Employee Relations

Administration

Operations

Relevant Roles

Human Resources Manager

HR Director

HR Business Partner

Legal Counsel

Company Secretary

HR Operations Manager

Compliance Officer

Employee Relations Manager

HR Administrator

Payroll Manager

HR Coordinator

Legal Manager

Department Head

Line Manager

Finance Manager

Industries
Industrial and Commercial Employment (Standing Orders) Ordinance 1968: Sets out the fundamental rules for termination of employment, notice periods, and procedural requirements for employment termination in Pakistan
Payment of Wages Act 1936: Governs the payment of final settlements, including timing and mode of payment of outstanding wages and dues
Companies Profits (Workers' Participation) Act 1968: Relevant for calculating any profit-sharing benefits that may be due to the employee upon exit
Employees' Old-Age Benefits Act 1976: Pertains to the settlement of pension and old-age benefit contributions upon employment termination
Provincial Employees' Social Security Ordinance 1965: Addresses social security benefits and their status upon employment termination
The West Pakistan Industrial and Commercial Employment (Standing Orders) Ordinance 1968: Provides guidelines for issuing termination certificates and maintaining service records
Gratuity Act (Various Provincial Laws): Governs the calculation and payment of gratuity for eligible employees upon termination of service
Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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