10 Questions to Ask During an Exit Interview to Stop Future Resignations

Introduction

Organised exit interviews are a powerful tool to identify why employees leave and to stop future resignations. This article, 10 Questions to Ask During an Exit Interview to Stop Future Resignations, outlines practical questions and processes Singapore employers can use to gather actionable feedback.

Used correctly, exit interviews provide signals about workplace culture, compensation, career progression and compliance matters. They also help employers align with Singapore frameworks like the Employment Act, CPF Act and PDPA when handling employee data.

Who this applies to

This guidance is for HR leaders, hiring managers, small business owners, and employment agencies responsible for workforce retention in Singapore.

It is applicable whether you employ local staff, Employment Pass, S Pass holders or Work Permit holders, and whether your business is registered via ACRA BizFile+ or supported by an agency governed by the Employment Agencies Act.

Key rules and requirements in Singapore

When conducting exit interviews in Singapore, employers must be aware of relevant legal and regulatory constraints.

• Employment Act: Ensure you comply with notice periods, final salary and any accrued entitlements on termination or resignation.
• CPF Act: Correct CPF contributions and reporting matter for CPF-eligible employees; final contributions must be processed correctly through payroll.
• IRAS: Ensure correct tax clearance (where applicable) and final income reporting via IRAS myTax Portal.
• Employment of Foreign Manpower Act: For foreign workers, ensure proper repatriation arrangements and MOM notifications as required.
• PDPA: Treat exit interview responses as personal data; obtain consent where necessary and handle records in accordance with PDPA retention rules.
• Workplace laws: If issues raised touch on workplace safety or injuries, consider obligations under the Work Injury Compensation Act and Workplace Safety and Health Act.
• Other considerations: SDL, medical benefits, staff benefits and contractual obligations should be reconciled before final settlement.

Step-by-step process

Follow a systematic process to ensure exit interviews are useful, compliant and lead to improvements.

• Plan: Decide whether interviews are face-to-face, by phone or written. Communicate confidentiality and PDPA handling up front.
• Timing: Conduct interviews as close as possible to the employee’s last working day, but at a time when they can speak candidly.
• Interviewer: Use a neutral party where possible—HR or an external consultant can reduce perceived bias.
• Question set: Use the 10 targeted questions (below) to cover core themes—culture, role fit, management, compensation and systems.
• Record and analyse: Record answers with consent, anonymise for trend analysis and store securely according to PDPA.
• Act: Convert insights into measurable actions—policy changes, manager training, salary review cycles, or process improvements.

10 Questions to Ask During an Exit Interview

Use these questions to diagnose root causes and design retention measures. Collect both specific examples and constructive suggestions.

• 1. What were the main reasons you decided to resign?
• 2. Did your role meet the expectations set during recruitment and onboarding?
• 3. How would you describe the relationship with your direct manager and team?
• 4. Were there any organisational policies, processes or systems that hindered your job performance?
• 5. How satisfied were you with compensation, benefits (including CPF contributions and any SDL-funded programmes) and progression opportunities?
• 6. Did you feel you had sufficient training and development to do your job effectively?
• 7. Were there any health, safety or workplace well‑being concerns we should know about?
• 8. How effective was internal communication and leadership transparency?
• 9. What could the company do to improve retention for employees in roles like yours?
• 10. Would you consider returning in the future if changes were made, and under what conditions?

Follow-up prompts can help convert broad answers into specific actions, for example requesting examples for each concern and suggested remedies.

Common mistakes to avoid

Avoid these pitfalls to make exit interviews more effective and legally compliant.

• Using exit interviews only as a formality rather than a source of systemic improvement.
• Failing to address PDPA matters—retain and process answers securely and only for stated purposes.
• Allowing managers with adversarial relationships to conduct interviews; this can bias responses.
• Not tracking trends—isolated feedback is useful, but trend analysis drives policy change.
• Ignoring obligations under Employment of Foreign Manpower Act, e.g. failing to manage foreign worker repatriation or work pass cancellations properly.

Practical examples

Example 1: Compensation and progression gaps. A mid-level team resigns citing stagnant pay and unclear promotion path. Trend analysis shows limited training budget and irregular performance reviews. Action: introduce structured career frameworks, link increments to reviews and set an annual training budget.

Example 2: Managerial practices. Multiple exits from one team highlight managerial communication issues. Action: targeted manager coaching, 360-degree feedback and clearer escalation procedures under the Employment Act guidance.

Example 3: Foreign worker concerns. A Work Permit holder cites poor housing and unclear repatriation processes. Action: review Employment of Foreign Manpower Act obligations, ensure compliant accommodation and transparent policies, and record corrective steps.

How an experienced consultant can help

An experienced employment consultant in Singapore can assist with designing exit interview templates that are PDPA-compliant, analysing trends against Singapore labour law obligations, and recommending HR process changes consistent with CPF Act, IRAS reporting and MOM requirements.

Little Big Employment Agency can support interviews, anonymise and analyse responses, and advise on follow-up actions, policy updates and manager training to reduce future resignations.

Frequently Asked Questions

Do we have to obtain consent for exit interviews under PDPA?

Yes. Exit interview responses are personal data. Obtain informed consent for collection and explain retention and use. Secure and limit access to records, and follow PDPA when sharing or retaining data.

Can we ask about the employee’s new employer or salary?

Ask only what is relevant and obtain consent. Be mindful of confidentiality and avoid requesting details that could contravene non-disclosure agreements or privacy expectations.

Should exit interviews be mandatory?

Making them mandatory may reduce candour. Encourage participation and offer confidential or anonymous channels to increase honest feedback.

How do we handle issues that require legal or disciplinary follow-up?

If an exit interview raises allegations (e.g. harassment, safety breaches), follow internal investigation procedures and legal obligations under the Workplace Safety and Health Act or other statutes. Seek professional legal counsel where appropriate.

Key takeaways

• Use a standard, legally compliant set of 10 exit interview questions to identify retention risks.
• Respect PDPA: obtain consent, secure data and use anonymised trend analysis for improvements.
• Link feedback to actionable HR changes—training, compensation review, manager development and policy updates.
• Ensure compliance with Employment Act, CPF Act, Employment of Foreign Manpower Act and IRAS reporting when processing final settlements.
• Consider external consultants like Little Big Employment Agency for neutral interviews, analysis and implementation support.

Requirements may change, so always check the latest guidance from MOM, or consult a professional adviser.

If you would like to find out more about how Little Big Employment Agency can assist with your employment and immigration requirements, please get in touch with the team at [email protected].

Yours sincerely,
The editorial team at Little Big Employment Agency

Disclaimer: This does not constitute legal advice. If you require legal advice, please contact a lawyer.