There is significant value as an employer in holding exit interviews when a member of staff leaves. No one likes to lose good staff. It is obviously in an employer’s interests to work out why an employee has decided to leave the organisation in order to monitor performance in this area and see what improvements can be made in the future.
There are many reasons why employers leave including remuneration and benefits, career progression, family problems, travel difficulties and so on. If an employer can find out the true reasons, it may be possible to retain staff by improving the terms of their contract or their working conditions. And also by holding an exit interview when an employee leaves, trends and themes may emerge which can help an organisation to learn lessons and put in place measures to minimise losing valued employees in the future.
Whilst exit interviews are not a legal requirement, they do represent best practice – and there is an additional benefit. If an employee subsequently decides to take an employer to tribunal but did not raise the grievance at the exit interview, then there is a clear paper trail of what issues were raised and at which points in the process. The flip side is that if an employee later decides to take an employer to tribunal, they could use the lack of an exit interview to demonstrate that their employer was not interested in their grievances or their reasons for leaving an organisation. From both sides of the story, it is a valuable procedure to implement.