After leaving: records, references, benefits and restrictions

Gather these facts

• Final payslip, termination or resignation record, handover and equipment-return receipts.
• A list of missing documents, requested corrections, contacts and response dates.
• Benefit application requirements, reference requests, restrictions and any open case number.

Which documents and payments do I follow up?

Request an itemised final statement and the relevant separation documents. Record the request date and what is still missing. For mainland China, the Labour Contract Law addresses separation certificates and related procedures; for Canada, ROE is a specific federal record. Follow the applicable service’s instructions about applying with missing documents rather than assuming an employer’s delay means you must wait indefinitely.

Can I ask for a reference or apply for benefits?

A separation certificate, factual employment reference and recommendation are different documents. Ask the new employer what it needs and use a verified recipient. British guidance says a reference provided must be fair and accurate, but employers are not always required to provide one. Benefits depend on eligibility, residence, contributions and the reason for leaving. Check the relevant official application route promptly; a severance discussion does not determine benefit eligibility.

What if non-compete, repayment or a dispute continues?

Keep the signed clause, claimed amount, compensation history and the other party’s request. Do not assume a clause is valid everywhere or ignore a notice because you have left. Obtain advice about the applicable rule, facts and deadline before accepting or disputing an obligation. Keep unresolved pay and ongoing agency proceedings on a separate list. Retain only information you may lawfully hold, and remove access to employer systems through the agreed handover process.

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