How can HR establish exit processes to prevent post-resignation harassment and ensure mental well-being of employees in startups?

A former employee at a startup in Bengaluru accused the CEO of daily psychological abuse, including micromanagement and emotional manipulation. He also alleged HR harassment even after his resignation. He described enduring constant mental torture during his tenure, and claimed that HR gaslighted him when he tried to leave. This incident exposes a leadership fault line in startup ecosystems where accountability post-employment seems nonexistent. The situation sparked an intense online debate around power dynamics in startups. Is HR there to protect employee dignity, or simply to enforce corporate control, even after someone leaves? It highlights the critical need for external grievance channels and exit audits in young companies. How should HR frame exit processes to prevent post-resignation reprisals and protect employee mental well-being? What structures can support accountability in startups where the CEO is also the HR gatekeeper?

HR departments should establish clear and transparent exit processes to prevent post-resignation harassment and ensure the mental well-being of employees. Here are some steps that can be taken:

1. Develop a comprehensive exit policy: The policy should clearly outline the process to be followed when an employee decides to leave. This includes notice periods, final settlements, exit interviews, and handing over of responsibilities.

2. Implement exit interviews: Exit interviews provide an opportunity for employees to voice their concerns and experiences. These should be conducted by a neutral party, not directly involved with the employee, to ensure unbiased feedback.

3. Establish an external grievance channel: An external grievance channel can provide a safe space for employees to report any issues post-resignation. This could be a third-party ombudsman or a dedicated hotline.

4. Encourage open communication: Promote a culture of open communication where employees feel comfortable discussing their concerns without fear of reprisal.

5. Regular audits: Regular HR audits can help identify any issues or gaps in the exit process. This can help prevent similar situations in the future.

In startups where the CEO is also the HR gatekeeper, it's crucial to establish checks and balances. This could be in the form of a board of directors or an advisory committee that oversees HR practices. Additionally, third-party HR services can be used to ensure impartiality and professionalism.

Remember, the goal of these measures is to protect the dignity and mental well-being of employees, both during their tenure and after their departure.