Frequently asked questions regarding employee offboarding process
1. How to initiate an offboarding request on the platform?
Initiating an offboarding request on Multiplier is straightforward. Select the employee you want to offboard from the Team module, click on Offboard employee, select the desired last working day (LWD), and confirm.
Click here for a step-by-step guide on how to offboard an employee.
2. What happens after I initiate the offboarding process?
1. After you initiate the offboarding process, we will review the desired last working day (LWD) you selected while offboarding. The supporting documents attached will also be verified. Most of all, our team will double-check if the last working day (LWD) complies with the local labor laws of the employee's country & with Multiplier’s offboarding policy.
Note - Multiplier’s offboarding timelines can vary depending on the member type, offboarding reason, date offboarded, and employee’s payroll cycle (monthly or semi-monthly).
2. a. If the desired last working day meets all criteria, both you and your employee will receive an email confirmation regarding the last working day (LWD) and the next steps.
b. If the desired last working day does not comply with the local labor laws of the employee's country or our policy, your dedicated CSM will contact you to arrive at the latest feasible last working day (LWD).
3. Multiplier will take care of the full and final (F&F) settlement, including Gross Salary, Pay Supplements, Expenses, and Leave Encashments.
4. As per the company policy, we will disburse the full and final (F&F) settlement within 30 days after the last working day (LWD). After the F&F settlement is processed, the employee will receive an email about the exit documents, which will also be made available on the platform for the employee to download. With this, exit formalities will be completed.
3. How to determine an employee's last working day (LWD)?
The last working day (LWD) is dependent on a couple of factors, such as the employee's notice period as per the contract, the local labour laws, employee & manager consent, and Multiplier’s offboarding timelines.
The labour laws regarding employee exit can vary from country to country. Your employee’s country will need to be considered while determining the LWD.
Please find Multiplier’s offboarding timelines below:
Resignation:
Employees on monthly payroll cycle
If you initiate an offboarding request between the 1st and 15th of the month, the minimum last working day (LWD) you can select is 7 days from when the request was raised.
If you initiate an offboarding request between the 16th and the last day of the month, the minimum last working day (LWD) you can select is the last day of the month or any date later than that.
Employees on semi-monthly payroll cycle
If you initiate an offboarding request between the 26th of the previous month and the 10th of the current month, the minimum last working day (LWD) you can select is the 15th of the next/current month.
If you initiate an offboarding request between the 11th and 25th of the month, the minimum last working day (LWD) you can select is the last day of the month or any date later than that.
Termination:
Regardless of when you initiate the offboarding request, the minimum last working day (LWD) to process offboarding is 30 days from when the request was raised.
Please note that the last working day (LWD) is based on both in-country compliance and Multiplier’s offboarding timelines. To make changes to the LWD, the employee’s, admin’s, and Multiplier’s consent is mandatory.
4. What if I want to reschedule the last working day (LWD)?
You can reschedule offboarding from the 'Offboarding' tab in the Team module. Use the 'Reschedule Offboarding’ option to enter a new last working day (LWD) and re-upload the supporting documents.
5. How can I check the offboarding status of an employee?
You can check the offboarding status of your employee from the 'Offboarding' tab in the Team module.
There are three offboarding statuses, they are as follows:
Initiated -> After you initiate offboarding
In progress -> When the last working day (LWD) is finalized, and all the concerned stakeholders (including you & the employee) are intimated about the next steps
Completed -> After the full and final (F&F) settlement is processed
6. What if I want to terminate the employee immediately?
In case of termination, our team would require a minimum of 30 days to process the offboarding request. When you raise the request, your CSM will work with internal teams to understand the feasibility of your request and get it processed accordingly.
Note that the above-mentioned 30-day period does not include any contractual or statutory period that an employee may be entitled to. Multiplier may modify the termination request (including the required contract end date) to ensure compliance is adhered to with all local laws.
The only possibility to end a contract earlier is if there is any gross misconduct, as stated by law. Kindly provide us with the required information for the same when submitting your request.
Note- Please do not communicate directly with the employee about termination. All termination communications will be handled by the Employer of Record, Multiplier.
7. What supporting documents must I upload while initiating offboarding?
In case of resignation, you must submit a supporting document, such as an intimation of resignation by the employee, to the manager via email or internal software/tool.
For termination, you must submit a supporting document sent by you to the employee.
For instance, a warning letter sent to the employee, a company-wide email regarding termination, or any document that confirms your company's termination process.
On a side note, please do not communicate directly with the employee for terminations. All termination communications will be handled by the Employer of Record, Multiplier.
8. How long does the offboarding process take?
The duration of offboarding depends on the offboarding reason, offboarding date, notice period as per the contract, the last working day (LWD), and the local labor laws of the employee's country.
Once offboarding has been initiated on the platform, you will receive an email confirmation from Multiplier regarding the LWD. The full and final (F&F) settlement is processed and disbursed to the employee within 30 days from the last working day (LWD). Finally, the employee will be intimated via email when the exit formalities are complete & he/she can download the exit documents from the platform.
9. When will the employee receive the full and final (F&F) settlement?
The offboarded employee will receive the full and final (F&F) settlement from Multiplier within 30 days from the last working day (LWD).
10. How will the employee know about the offboarding process, the last working day (LWD), and the full and final (F&F) settlement?
Our team at Multiplier will notify your employee. After you initiate offboarding and the last working day (LWD) is confirmed from our end, we will notify your employee about the last working day (LWD) & the next steps in the offboarding process via email.
For terminations, please do not communicate directly with the employee. All termination communications will be handled by the Employer of Record, Multiplier.
11. Can I retract my offboarding request once initiated?
Yes, you can retract your offboarding request from the 'Offboarding' tab in the Team module. Use the 'Cancel Offboarding' option to withdraw the offboarding request.
12. Can I extend the last working day (LWD) beyond the notice period as per the contract?
Yes, you can. But, you must comply with the local labor laws. Also, make sure to get the employee’s consent on the extension.
13. What happens to the employee’s benefits?
Employee benefits such as insurance will expire on the last working day (LWD). If you want to continue providing insurance to the employee, please contact your Customer Success Manager (CSM). We will get the employee’s insurance extended and Multiplier will invoice you accordingly.
Do note that benefits such as employee stock option (ESOP) and bonuses will be applicable depending on the terms and conditions that are defined on the employment contract.