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Exit Letter To Employee

Exit Letter To Employee Template for Indonesia

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Key Requirements PROMPT example:

Exit Letter To Employee

"I need an Exit Letter To Employee for a senior software developer who has resigned voluntarily and will be leaving on March 15, 2025, with standard confidentiality provisions and a requirement to complete project handover documentation before departure."

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Document background
The Exit Letter To Employee is a crucial document in Indonesian employment practice that formalizes the termination of an employment relationship. It is required whenever an employee's service with a company comes to an end, whether through resignation, termination, mutual agreement, or retirement. The document must comply with Indonesian labor laws, particularly Law No. 13 of 2003 on Manpower and its amendments under the Job Creation Law No. 11 of 2020. The letter serves multiple purposes: it confirms the end of employment, documents the terms of separation, specifies final payments and benefits, outlines post-employment obligations, and helps protect both parties' interests. It's essential for maintaining clear records of employment termination and ensuring compliance with legal requirements regarding documentation and employee rights.
Suggested Sections

1. Letter Header: Company letterhead, date, reference number, and addressee details including employee's full name and position

2. Subject Line: Clear indication that this is an Employment Termination Letter/Exit Letter

3. Opening Statement: Reference to previous discussions or notices regarding termination and confirmation of employment end

4. Termination Details: Specific information about the last day of employment and basis for termination

5. Final Payment Information: Details of final salary, severance pay, and other entitlements as per Indonesian labor law

6. Company Property: List of company properties to be returned and deadline for return

7. Confidentiality Reminder: Reminder of ongoing obligations regarding confidential information

8. Certificate of Employment: Confirmation that a certificate of employment will be provided

9. Closing Statement: Expression of appreciation and good wishes for future endeavors

10. Signature Block: Space for authorized signatory's name, title, and signature

Optional Sections

1. Non-Compete Clause: Include when the employee is bound by non-compete obligations that continue post-employment

2. Outstanding Projects Handover: Include when there are specific projects or responsibilities that need formal handover

3. Benefits Continuation: Include when there are specific benefits that continue for a period post-employment

4. Mutual Release: Include when termination is by mutual agreement and includes a release of claims

5. Performance Summary: Include when termination is performance-based and requires documentation of performance issues

6. Rehire Eligibility: Include when specifying whether the employee is eligible for future re-employment

Suggested Schedules

1. Final Payment Calculation: Detailed breakdown of all final payments including salary, severance, and other entitlements

2. Company Property Checklist: Itemized list of company property to be returned

3. Benefits Summary: Summary of benefits status and post-employment continuation details

4. Exit Interview Form: Standard form for conducting and documenting the exit interview

5. Handover Document: Template for documenting the handover of responsibilities and ongoing projects

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

Financial Services

Technology

Manufacturing

Retail

Healthcare

Education

Construction

Professional Services

Hospitality

Transportation

Energy

Telecommunications

Agriculture

Mining

Real Estate

Media and Entertainment

Relevant Teams

Human Resources

Legal

Compliance

Senior Management

Operations

Administration

Corporate Secretariat

Industrial Relations

Employee Relations

Talent Management

Relevant Roles

HR Director

HR Manager

Legal Counsel

Compliance Officer

Department Manager

Line Manager

CEO

Managing Director

HR Business Partner

HR Administrator

Company Secretary

Operations Manager

General Manager

Regional Manager

Branch Manager

Industries
Law No. 13 of 2003 on Manpower (as amended by Job Creation Law No. 11 of 2020): The primary employment law in Indonesia that governs employment relationships, including termination procedures, rights, and obligations of both employers and employees
Government Regulation No. 35 of 2021: Implementing regulation for fixed-term employment, outsourcing, working hours, rest periods, and termination of employment relationships
Minister of Manpower Regulation No. 3 of 1996: Regulations regarding the settlement of employment termination and determining severance pay
Law No. 2 of 2004: Law concerning Industrial Relations Dispute Settlement, which provides the framework for resolving disputes arising from employment termination
Minister of Manpower and Transmigration Regulation No. 78 of 2001: Regulation concerning amendments to certain articles related to employment termination procedures and documentation requirements
Government Regulation No. 78 of 2015: Regulation on wages and compensation, including calculations for severance pay and other termination-related payments
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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