An exit interview is a short, structured conversation with an employee who's leaving, held to learn why they're going and what would have kept them. It's voluntary and isn't legally required anywhere I've checked, so its value depends on two things: asking questions that invite honesty, and doing something visible with the answers.
Most exit interviews fail for a simple reason. The person leaving has nothing to gain from candour and something to lose, usually a reference. Your job is to remove that risk, keep it short, and ask about things they can comment on without naming and shaming anyone.
Handle the resignation itself first
Before any interview, deal with the formal side of the resignation. In the UK, GOV.UK says an employer can't refuse to accept someone's resignation, and sets out what you must do when a member of staff resigns:
- Get them to confirm their resignation in writing.
- Tell them what their notice period is.
- Agree when their last day at work will be.
- Confirm whether they should work all or part of their notice period.
GOV.UK adds a warning worth taking seriously: verbal resignations given in the heat of the moment could lead to claims of unfair dismissal, so always ask for resignations in writing. An exit interview held the same afternoon as an angry walk-out isn't an exit interview; it's a negotiation. Wait a day. Our guide to notice periods covers the minimum notice rules in the UK, Australia, Canada and the US.
When to hold it and who should ask
| Choice | Best option | Why |
|---|---|---|
| Timing | In the last week of notice, not the last hour | They've mentally left but still remember the detail |
| Who asks | Someone outside their reporting line: HR, a senior leader from another team, or the founder in a small business | People won't criticise their manager to their manager |
| Format | A 20 to 30 minute conversation, with a short written form as a backup | Conversation gets the why; the form gets consistent data |
| Second touch | A brief follow-up survey a couple of months after they leave | Distance makes people more candid once the reference is secured |
15 exit interview questions that get useful answers
Why they're leaving
- What first made you start looking, and when was that?
- What does the new role offer that this one didn't?
- Was there a moment when you decided to go?
- If one thing had been different, would you have stayed?
The job itself
- Did the job match what you were told when you were hired?
- Did you have the tools, training and information you needed?
- How manageable was your workload most weeks?
- Did you have a clear path to grow here?
Management and team
- How well did you get the feedback and support you needed?
- Did you feel able to raise problems, and what happened when you did?
- What's one thing your team does well that we should protect?
Looking forward
- What would you tell a friend thinking of applying here?
- What should we look for in the person who replaces you?
- Is there anything you'd like to hand over that isn't written down?
- Would you consider coming back in the future?
Notice what's missing: no questions asking them to rate named colleagues, and nothing about their new salary. Pay comparisons are fair game if they volunteer them, but asking directly puts people on the defensive.
What not to do
- Don't use it to counter-offer. Retention conversations belong before the resignation, not in the exit interview.
- Don't argue with the answers. Write them down, thank them, move on.
- Don't make it mandatory or tie it to the reference. That guarantees polite, useless answers.
- Don't promise confidentiality you can't keep. If they report something serious, such as harassment or a safety issue, you may need to act on it.
That last point matters legally. If someone describes conduct that sounds like grounds for a grievance or a claim, treat it as a complaint, not as feedback. Our guide to constructive dismissal explains why resignations that follow serious mistreatment carry risk for the employer.
Make it safe to be honest
Open by saying what the conversation is for and what it isn't. It's for learning, it won't affect their reference, and they can skip any question. Then listen far more than you talk. Silence after a vague answer often brings out the real one. If they mention a problem you didn't know about, ask for an example rather than a judgement: 'what happened the last time that came up?' gets you something you can fix, while 'was it bad?' gets a shrug.
Turning answers into changes
One exit interview is an anecdote. Twenty are a pattern. Record the answers in the same simple format every time, with the main reason for leaving picked from a short fixed list (pay, workload, manager, growth, flexibility, personal reasons, other) plus free text. Review them every quarter. If three people in a year cite the same manager or the same missing career path, that's your retention plan written for you.
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If you're writing the questions into a form or a policy, our ChatGPT prompts for HR can draft a first version you then edit, and employees on the other side of the table may find our guide on how to write a resignation letter useful.
The verdict
Exit interviews are worth doing if you make them safe, short and pointed. Get the resignation confirmed in writing first, let someone outside the reporting line ask, keep the questions about the job rather than the people, and act on patterns. The interview that changes nothing is worse than none: it teaches the people who stay that feedback disappears.
Frequently asked questions
Is an exit interview mandatory?
No. It's a voluntary conversation. Making it compulsory or linking it to the reference usually produces polite answers that tell you nothing.
When should you hold an exit interview?
In the last week of the notice period, once the resignation is confirmed in writing. A short follow-up survey a couple of months later often gets more candid answers.
Who should conduct an exit interview?
Someone outside the employee's reporting line, such as HR or a senior leader from another team. People rarely criticise their manager to that manager.
Can an employer refuse to accept a resignation in the UK?
No. GOV.UK says an employer can't refuse to accept a resignation, and should get it confirmed in writing, state the notice period, agree the last day and confirm whether notice will be worked.
