Unit of competency details

BSBHRM507 - Manage separation or termination (Release 1)


Usage recommendation:
Supersedes and is equivalent to BSBHRM507A - Manage separation or terminationUpdated to meet Standards for Training Packages 24/Mar/2015
Is superseded by BSBHRM529 - Coordinate separation and termination processes 18/Oct/2020

ReleaseRelease date
1 1 (this release) 25/Mar/2015

Training packages that include this unit


SchemeCodeClassification value
ASCED Module/Unit of Competency Field of Education Identifier 080303 Human Resource Management  

Classification history

SchemeCodeClassification valueStart dateEnd date
ASCED Module/Unit of Competency Field of Education Identifier 080303 Human Resource Management  30/Jul/2015 
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Unit of competency

Modification History



Release 1

This version first released with BSB Business Services Training Package Version 1.0.


This unit describes the skills and knowledge required to deal with redeployment, resignation, retirement, dismissal and redundancy, including the conduct of exit interviews.

It applies to individuals who take responsibility for overseeing aspects of managing the voluntary and involuntary termination of employment.

No licensing, legislative or certification requirements apply to this unit at the time of publication.

Unit Sector

Workforce Development – Human Resource Management

Elements and Performance Criteria



Elements describe the essential outcomes.

Performance criteria describe the performance needed to demonstrate achievement of the element.

1 Develop policies and procedures for separation/termination of employment

1.1 Undertake research to determine features of best practice systems of separation/termination and the legal requirements

1.2 Undertake consultation with relevant managers prior to introduction of new forms, procedures or systems

1.3 Develop policies, procedures and supporting documentation for all forms of separation/termination

1.4 Ensure procedures for dismissal or termination respect employees, provide strict confidentiality and comply with legislation

1.5 Obtain support for separation/termination policies and procedures from senior managers

1.6 Communicate policies and procedures, and provide supporting documents to relevant personnel

1.7 Use feedback to make refinements to policies, procedures and supporting documents for separation and termination

2 Manage separation/termination processes

2.1 Develop a redundancy or redeployment plan

2.2 Manage redundancies and redeployment and provide relevant information about processes so work outcomes are not compromised

2.3 Provide outplacement or other assistance in accordance with organisational policies and legal requirements

2.4 Ensure dismissals for incapacity to perform or misconduct comply with legislative and organisational requirements

2.5 Ensure human resource staff, managers and supervisors have necessary skills and knowledge to take disciplinary action

2.6 Review workforce data for predicted numbers of people retiring and make necessary plans

2.7 Review and evaluate separation/termination procedures regularly and introduce improvements

3 Manage exit interview process

3.1 Ensure separating employees are offered opportunity to participate in exit interviews

3.2 Ensure process for exit interviews is clear and that staff are skilled to conduct them

3.3 Ensure data from exit interviews is recorded and depersonalised

3.4 Analyse data from exit interviews to establish trends and patterns and introduce improvements across the organisation

Foundation Skills

This section describes language, literacy, numeracy and employment skills incorporated in the performance criteria that are required for competent performance






2.5, 3.2

  • Ensures staff have necessary skills and training to oversee employees terminations


1.1, 1.3, 1.4, 1.7, 2.1, 2.2, 2.3, 2.6, 2.7, 3.2

  • Critically evaluates and applies content from a range of texts to determine legislative and business requirements


1.1, 1.3, 1.6, 1.7, 2.1, 2.2, 2.6, 2.7, 3.3

  • Records results of research for personal use
  • Uses a range of writing skills and techniques to create or edit organisational documentation in required format for a range of audiences
  • Creates records in required format and structure

Oral Communication

1.2, 1.5-1.7, 2.2, 2.5, 3.1, 3.2

  • Uses appropriate terminology and non-verbal features when consulting others and presenting information
  • Uses open questioning and active listening skills when seeking feedback from others


2.6, 3.4

  • Undertakes basic mathematical calculations to review and manipulate workforce data

Navigate the world of work

1.1, 1.4, 1.7, 2.3, 2.4, 2.7

  • Identifies and adheres to legislative and organisational requirements relevant to role
  • Develops or updates policies and procedures to achieve organisational goals
  • Monitors adherence to organisational policies and procedures

Interact with others

1.2, 1.5, 2.5, 3.1, 3.2

  • Collaborates with others to achieve outcomes, playing an active role in facilitating understanding of procedures

Get the work done

1.1, 2.1, 2.2, 2.7, 3.1

  • Plans and implements tasks to achieve outcomes in accordance with legislative and organisational requirements
  • Uses systematic processes to gather and analyse the data needed to make decisions that affect the organisation
  • Uses consultation and analytical thinking to decide on improvements to work practices and processes

Unit Mapping Information

Code and title  

current version 

Code and title 

previous version 


Equivalence status 

BSBHRM507 Manage separation or termination

BSBHRM507A Manage separation or termination

Updated to meet Standards for Training Packages

Equivalent unit


Companion Volume implementation guides are found in VETNet - https://vetnet.gov.au/Pages/TrainingDocs.aspx?q=11ef6853-ceed-4ba7-9d87-4da407e23c10


Assessment requirements

Modification History



Release 1

This version first released with BSB Business Services Training Package Version 1.0.

Performance Evidence

Evidence of the ability to:

  • create policies and procedures to manage all aspects of employment termination according to legislative and organisational requirements
  • communicate effectively with employees to ensure they are aware of their rights and responsibilities
  • ensure staff have an appropriate skill-sets to conduct terminations
  • use data from exit interviews to suggest organisational improvements.

Note: If a specific volume or frequency is not stated, then evidence must be provided at least once.

Knowledge Evidence

To complete the unit requirements safely and effectively, the individual must:

  • identify and describe disciplinary procedures
  • describe employment contracts including terms and conditions
  • outline procedures and grounds for dismissal, suspension, voluntary termination, retirement and redundancy
  • summarise relevant industrial relations and employee dismissal legislation.

Assessment Conditions

Assessment must be conducted in a safe environment where evidence gathered demonstrates consistent performance of typical activities experienced in the workforce development – human resource development field of work and include access to:

  • an appropriate range of documentation and resources normally used in the workplace
  • relevant organisational policies and procedures
  • relevant legislation, regulations and codes of practice
  • business technology
  • interaction with others
  • case studies and, where possible, real situations.

Assessors must satisfy NVR/AQTF assessor requirements.


Companion Volume implementation guides are found in VETNet - https://vetnet.gov.au/Pages/TrainingDocs.aspx?q=11ef6853-ceed-4ba7-9d87-4da407e23c10