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💡 The below guide was created with the help of Open Org’s AI in our Workspace. If you’re a a People or Talent Leader you can try out our Workspace for free here ✨. Its perfect for research, resource gathering, planning, building and doc creation.

Context on the below guide: One of our Slack Community members asked about examples from how other companies approach offboarding, so we pulled this doc together for them, and thought we’d open-source it for others to benefit from! 🖤

Enjoy!

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💬 Communication Approaches

🔍 PostHog's Transparency Model

🧠 Philosophy: Default to openness while respecting individual preferences

Process:

• 30 days notice period (voluntary departures work during notice)
• All voluntary departures announced in #team-member-updates Slack channel
• Team members and managers decide who shares the news
• All messaging reviewed with managers before sharing
• Clear distinction between voluntary and involuntary processes

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:slack-icon: Sample Message:

"Hi team, I wanted to let you know that [Name] has decided to move on from PostHog. Their last day will be [date]. We're grateful for their contributions to [specific achievements]. [Transition plan details]. Please join me in wishing them well!"

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💡 Learn more: PostHog's Offboarding Process

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📊 Gitlab’s Tiered Communication

🧠 Philosophy: Structured rollout prioritising business continuity

Timeline:

1. Day 1: Direct team notification (immediate peers/functional group)
2. Within 2 days: Key stakeholders who work closely day-to-day
3. Day 3: General team channels and broader organisation Key Elements:

• Focus on go-forward plans in every communication
• Emphasise business continuity