Exit Interview
An exit interview is a formal conversation between an employer and an employee who is leaving. It captures why they're departing, gathers feedback on workplace conditions, and documents the transition plan. For Swiss SMEs, it's a low-cost way to spot retention problems and legal risks before an employee walks out the door.
Exit interviews happen when an employee gives notice or on their last day. You ask structured questions about their experience, reasons for leaving, and suggestions for improvement. The goal is insight, not persuasion.
In Switzerland, there's no legal requirement to conduct an exit interview. However, the ArG (Arbeitsgesetz) and cantonal employment law do require proper offboarding—handling final pay, Arbeitszeugnis (reference letter), and any non-compete clauses. An exit interview is the safest way to document that handoff and catch problems early.
When an Exit Interview Comes Up
Ideally, conduct it during the notice period or on the last working day. The employee is still present, memory is fresh, and you can clarify outstanding issues (equipment return, access revocation, final Pensum adjustments).
If an employee leaves suddenly or you discover problems post-departure, a brief phone or email follow-up is still worth doing. Some departures reveal gaps in supervision or compensation that affect your remaining team.
- During notice period: best time for a full conversation
- Last day: document equipment, data, and access handover
- Post-departure: brief follow-up if timing was missed
- Remote staff: video call or phone works equally well
- Multiple departures: pattern may signal GAV issues or management problems
- Timing matters: conduct before emotions cool or harden
Your Obligations as an Employer
You must issue an Arbeitszeugnis (mandatory reference letter) within a reasonable time after departure—no exit interview changes that legal duty. The revDSG (Swiss data protection law) requires you to handle any personal feedback securely and only share it with people who need to know.
Document the exit conversation briefly. If the employee raises concerns about safety, harassment, or wage theft, you have a compliance obligation to investigate or respond, even after they've left. Never use exit interview content to retaliate or damage future references.
- Arbeitszeugnis: legally required, separate from interview
- Confidentiality: handle feedback under revDSG rules
- Non-compete enforcement: document if relevant to departure
- RAV/ORP notification: register departures in your canton promptly
- Final pay: resolve all outstanding amounts before last day
- No retaliation: feedback cannot influence references or future hiring
The Most Common Mistake
Waiting too long, then conducting a rushed interview. By then the employee is emotionally checked out, details blur, and you lose the chance to ask clarifying questions. A 15-minute conversation on day one beats a 45-minute one three months later.
The second mistake: treating it like a performance review. Exit interviews work best when they're genuinely curious and non-defensive. If you argue with their reasons or try to negotiate them back, they shut down. Keep it structured, neutral, and brief.
- Timing: do it early, not months after departure
- Tone: listen, don't defend or argue
- Scope: stick to factual questions, avoid emotional pushback
- Follow-up: don't promise major changes just to retain them
- Documentation: keep notes brief and professional
- Use: look for patterns across departures, not single incidents
Frequently asked questions
- Is an exit interview legally required in Switzerland?
- No, there's no legal mandate. However, the ArG and cantonal employment law require proper offboarding (Arbeitszeugnis, final pay, access revocation). An exit interview helps you comply with those duties and avoid legal gaps.
- Can I use an exit interview to enforce a non-compete clause?
- An exit interview is the right moment to confirm the employee understands any non-compete or confidentiality agreement. However, enforcement happens through legal action if needed, not during the interview. Document what you discussed, but don't pressure them.
- What if an employee refuses to participate in an exit interview?
- You can't force them. Respect their choice and focus on completing your legal obligations: issuing the Arbeitszeugnis, settling final pay, and notifying the RAV/ORP in your canton. An exit interview is voluntary, not a condition of departure.
General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.