Offboarding Strategies for International Employees

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The month of April 2021 saw a staggering 4 million plus employees resign from their jobs, according to the Bureau of Labor Statistics.

So, if you’re an employer looking for ways to make the offboarding process for your international staff smoother, read on!

Offboarding from an international job can be bittersweet, with mixed emotions about returning home and leaving friends behind. Fortunately, there are methods and resources to make the transition easier and reduce stress levels.

You’ll discover those methods here. These top offboarding tactics for international employees involve logistics, cultural shock, and even homesickness. So, sit back, relax, and get valuable suggestions for a smooth transition.

Offboarding Strategies for International Employees

Preparing for Offboarding


Offboarding a foreign employee can be a complex undertaking. But with proper planning, it can go smoothly without any frustrations. 

Notifying the worker and any essential parties, such as the HR, legal, and immigration departments, is the initial step. Give the employee plenty of advice and outline the offboarding procedure, including timetables and required documents. 

After you’ve informed everyone, it’s time to gather all the required data and paperwork. Visas, work permits, tax forms, and other papers about the employee’s employment fall under this category. To avoid getting lost in the workload, try following an offboarding checklist to stay on track of everything.

The capacity of the individual to work or travel in the future may be impacted. Therefore it’s crucial to make sure everything is current and in order. Consider giving the worker a copy of their employment history or other pertinent papers so they can use it as a reference.

Remember that it’s essential to meet all legal and ethical obligations. It entails abiding by all applicable immigration rules, labor laws, and corporate policies.

It would be best to treat the employee with respect and dignity throughout the offboarding process because that person is going through a stressful moment – understanding and empathy can significantly help

Communication and Support

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Offboarding can be stressful for employees, especially international workers who may face additional issues like visa and immigration problems. For this reason, ensuring clear communication and assistance are crucial to a successful offboarding process.

Employers should clearly describe the offboarding process, including timing, required documents, last salary, and benefits. Be available to answer any questions or concerns, including questions for absent employees.

It would also help if resources and support were provided, such as counseling, job hunt assistance, and industry connections. Offer a list of additional help if needed, such as immigration or legal services.

Lastly, address any worries or inquiries the worker may have during offboarding. It can involve questions regarding their last salary, eligibility for benefits, or ability to remain in the nation. Respond quickly and thoroughly, and follow up with the person if required.

Keep in mind that offboarding is a two-way process. While it’s crucial to ensure the employee transitions smoothly, it’s also a chance for the company to get feedback and learn new things that might help them improve the offboarding process for future hires. 

To learn and develop, be receptive to criticism and ideas. You can help ease the offboarding process for overseas employees and guarantee a positive and courteous experience for everyone involved by offering clear communication and support.

Knowledge Transfer

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When an international employee departs your organization, their knowledge and abilities must be passed to their replacement. It will reduce the impact of any interruptions to business operations and ensure that things run smoothly for everyone.

That’s why you must determine the essential knowledge and abilities that must be transferred first. It could include information relevant to a particular work, such as utilizing specific software or tools, or more general knowledge, like cultural or linguistic competencies. 

Then choose the best strategies based on their ability. Your options include creating a knowledge transfer plan, one-on-one training, or shadowing.

The replacement should be given resources and training to ease their transition. It might include granting them access to training materials or resources and providing continuing support and mentorship to assist them in adjusting to their new responsibilities. 

The employer will improve employee retention by investing in their professional growth and ensuring the successor is ready to assume the position and will continue to benefit your company.

Remember that checking if the knowledge transfer went smoothly with the departing worker and the replacement always benefits all the parties involved.

Exit Interviews and Feedback

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Initiating a survey or feedback session to get information on what worked well and what may be improved would benefit future offboarding processes.

One way to do this is by conducting an exit interview when a foreign worker departs your company. It might help you learn from their experience and enhance the onboarding procedure for future hires. 

Schedule the interview promptly after the employee departs for better recall. Provide a secure platform and encourage them to share their feedback and experience. Ask open-ended questions and listen carefully.

Use the feedback you received to improve. Address concerns and find ways to enhance assistance, information sharing, and communication. By working on their input, you may ensure that future offboarding procedures are more successful and effective.

Additionally, address employee concerns from the exit interview to maintain a positive relationship. Offer tools and support for their transition. Show commitment to resolving issues raised to improve the offboarding experience.

Remember to appreciate the departing employee’s accomplishments and best wishes for their future aspirations. By expressing your gratitude and support, you may guarantee that the offboarding procedure is an excellent experience for everyone involved.

Legal and Administrative Considerations

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Offboarding international staff includes several legal and administrative considerations to comply with employment laws and regulations.  

Make sure that you follow all applicable employment standards and regulations. It includes notifying the employee of the termination, paying outstanding salaries or benefits, and delivering relevant paperwork or documentation.

Then revoke the international employee’s visa or work permit promptly. You can collaborate with local authorities to guarantee the documents are voided successfully. It will help ensure the employee complies with immigration laws and rules.

It is also critical to retrieve any business property the employee may have, such as laptop computers, phones, and access badges. It increases the likelihood that the employee will not keep private corporate data or tools.

Remove the employee’s access to all company systems and accounts, including email addresses, social media profiles, and other specific software. It will prevent unauthorized access to sensitive company data.


Although it might not be the most exciting subject, proper offboarding of international employees is a crucial procedure that must be well-planned to guarantee everything happens as planned.

It is crucial to communicate clearly and provide support during the offboarding process to ensure a successful transition for the departing employee. The employee should be provided counseling, job hunt assistance, and industry connections to help them transition smoothly. 

In addition, knowledge transfer and exit interviews can help employers gather valuable feedback and improve the offboarding process. Several strategies can also be implemented based on their skills and evaluation.

It also includes several legal and administrative considerations that must be followed. Employers must notify the worker and essential parties, gather all required data and paperwork, and meet all legal and ethical obligations during offboarding. 

At the same time, notifying the employee of termination, paying outstanding salaries and benefits, and revoking the employee’s visa or work permit ensures you follow all applicable employment standards and regulations.

Finally, expressing gratitude and support to the departing employee can go a long way. It will make the offboarding process a seamless and positive experience for everyone involved.

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