A senior employee’s departure creates two risks at once: the loss of knowledge and the temptation to overreact. The safest response is a documented process that protects legitimate business interests without making threats the company cannot support.

Secure access and preserve evidence

Coordinate HR, IT and the employee’s manager before the final day. Disable access at the agreed time, preserve relevant devices and accounts, and record the return of property. Do not search personal data or accounts without a lawful basis.

Read the actual restrictions

Review confidentiality, invention assignment, non-solicitation and any non-compete terms in the signed documents. Enforceability depends on wording, role, geography, duration and local law. A generic template is not a litigation strategy.

Communicate with clients carefully

Tell clients who will handle their work and how continuity will be maintained. Avoid statements about the departing employee’s motives or conduct unless they are necessary, accurate and approved.

Act quickly, write down the facts and match the response to the evidence. Proportionate steps are usually the most defensible.