Leaving CFRS

We have launched our new Leavers Policy in Nov 2025 and it's key managers and staff familiarise themselves with the new information and documents. 

When an employee is leaving the service, we need to ensure they feel informed, supported, and included up until they leave. This is not a time to isolate or ostracise someone for choosing to move on. 

Please see the Leavers Policy below. 

Leavers Policy - linked here (Word)

When an employee hands in their notice, Managers should access the below checklist asap.

It provides a step by step process for the next steps, and also information that saves managers having to pull up the full Leavers Policy (although we always recommend this is referred to). 

Please see the Leavers Checklist for Managers below:

 Leavers Checklist for Managers - linked here (PDF)

We realise that one size doesn't fit all when it comes to sharing feedback of your time working with our Service, so we have developed a number of options for staff to choose from. 

Staff can complete one or more of the below. 

EXIT INTERVIEWS

• The Exit Interview is an informal meeting between the employee and a manager that explores the employee's reasons for leaving and their time at CFRS.
• The Exit Interview is completed before the notice period has ended.
• The interview can be done with the employee's line manager if requested, or a different impartial manager. Research shows that sharing with an impartial manager can support an employee to be more honest and open, and we support this at CFRS.
• The information in the Exit Interview will be held by Resourcing and HR. The manager completing it with the employee will be held to the highest standards of confidentiality, and the data provided will be anonymised and used by Resourcing for strategic retention work.
• If an employee raises a serious concern or safeguarding issue in the Exit Interview, the manager conducting the interview must contact HR and make the employee aware that they may be contacted by HR for further information. Where an employee has completed their notice period, HR may still try to contact them, to ensure staff and our communities are not at risk.
• Employees will be sent the Exit Interview template ahead of the meeting so they can prep and make notes, if helpful.
• To have a look at how the Exit Interview will be conducted, please find the document attached here: Appendix A - Exit Interview Template (Word)

Separation Questionnaire

• The Separation Questionnaire is a self-completion form that employees complete.
• The Separation Questionnaire is completed before the notice period has ended.
• The Separation Questionnaire will ask for employee details, to support the service to respond to the information within it, especially to deliver recognition where excellent culture is highlighted.
• A completed Separation Questionnaire must be sent directly to the Resourcing team.
• The information in the Separation Questionnaire will be held by Resourcing and HR, and the data provided will be anonymised and used by Resourcing for strategic retention work.
• If an employee raises a serious concern or safeguarding issue on the  Separation Questionnaire, the Resourcing team will contact HR and make the employee aware that they may be contacted by HR for further information. Where an employee has completed their notice period, HR may still try to contact them, to ensure staff and our communities are not at risk.
• To have a look at the  Separation Questionnaire please find the document attached here: Appendix B - Separation Questionnaire Blank (Word)

Anonymous Feedback Form 

• The Anonymous Leaver Form is an online form, accessed by a link, that will be shared with any employee leaving the service as part of this process. In most occasions, it will be included in the Leaver's pack the employee will receive.
• There isn’t any time limit on when the form can be completed by, however employees are strongly encouraged to complete it as soon as possible.
• There will be circumstances for an employee leaving that will be stressful, upsetting, and difficult, (bereavement, ill-health, retirement etc.) and the Anonymous Leaver Form will allow them to give any feedback when they are hopefully in a better space to do so.
• The Anonymous Leaver Form will not request the level of detail that is included in the Exit Interview/Separation Questionnaire; no personal or identifying information will be asked for.
• The information in the form will be accessed by the Resourcing/HR teams only, however data from it will be analysed by the Resourcing team and used for retention strategies. Only personnel from Resourcing and HR will have access to this information.
• If an employee raises a serious concern or safeguarding issue in the Anonymous Leaver Form, this will be shared with and reviewed by HR and addressed where possible, however this will also depend on the detail provided. If employees are aware of a serious concern, they are encouraged to share this before they leave so the service can provide support, investigation, and resolution as best as possible.
• Please see the link and QR code to our Anonymous Leaver Form below.

CFRS Anonymous Leaver Form – Fill out form (forms link)

The CFRS Wellbeing Hub has a dedicated section for those looking to Retire and the wellbeing support available.

Our Wellbeing Hub is here [LINK].

In 2025, CFRS are looking to launch a Leavers Network Group for staff who have retired but would like to get together. If you would be interested in joining this group, please contact Ollie Wright at Wellbeing@cumbriafire.gov.uk 

If you have left CFRS and you require a reference from us for your new employer, please advise them to contact the Resourcing and Talent team via the email below. We will only submit references requested via official company requests. 

Please note, we will check to ensure you have given your new employer consent to contact us for this reference. 

Contact: Resourcing Team, People and Talent

Email: Recruitment@cumbriafire.gov.uk 

Address: Resourcing and Talent, Fire Headquarters, Kemplay Bank, Penrith, Cumbria, CA10 2FA

Please note, the Resourcing and Talent team work flexibly and may not be in Headquarters every day, so the fastest way of contacting us is via email, thank you. 

If you are thinking about retirement from CFRS and would like some advice on your pension, in the first instance we advise you contact LPPA. 

Further information can be found on the Local Pension Partnership Administration (LPPA) Website - linked here.

For more information on Pensions, please got to the Pensions section of our employee pages, linked here.

Under this procedure, employees reaching their normal retirement age, have the opportunity to apply to work for the Service on reduced hours or at a lower grade, while drawing their accrued pension benefits.

Flexible Retirement Procedure and Forms - linked here

Flexible Retirement Policy - linked here

Flexible Retirement YPS Member - Personal Details Form - linked here

The redundancy and early release policy and associated procedures will apply to all employees covered by the NJC for Local Government Services. These policies and procedures cover topics relating to redundancy, including voluntary redundancy as well as accessing your Local Government Pension early and the "85 year rule". The documents can be found in the managing change section below.

Redundancy and Early Release Policy - linked here