Employee Offboarding
by Trilly People and Pay @trilly
Handles a leaving employee's exit step by step: notice in writing, final pay done right, access removed on the day and a tracker until it's all done.
A$149
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Leave of Absence and Return to Work
Plans a staff member's medical or parental leave: the rules where they work, the employer's notices on time, pay by period and a planned return.
Plans a staff member's medical or parental leave: the rules where they work, the employer's notices on time, pay by period and a planned return.
- Beats a well-prompted AI: 9 of 9. See how Trilly tested it
- For employing staff
- Claude, ChatGPT, Gemini and more
- Worldwide: works in any country
- Trilly approved this version
This skill gives general information, not legal advice. Talk to a lawyer about your own situation.
See the difference. Same question, two answers.
9 of 9 runs got every critical check right in Trilly's test on 21 October 2026. A well-prompted AI: 0 of 9.
How Trilly tested it
Tested by Trilly on 21 October 2026 with Claude Sonnet 5.5: every critical check right in all 9 runs. A well-prompted AI with the same facts got them all right in 0 of 9.
Trilly tested version 1.0.0 on 21 October 2026. Version 1.0.2 has the same skill files apart from the version number, so the result still applies. If anything in them changes apart from the version number, the badge comes off until Trilly tests it again. The paste-in versions for other AI apps weren't part of the test.
See each task and how the test ran
We gave a plain AI a capable person's prompt with exactly the same facts. Then we ran each task 3 times with the skill and 3 times without it. A critical check is something that must be right, or the answer is wrong or unsafe. Nicer formatting never counts.
| Task | With the skill | Well-prompted AI |
|---|---|---|
| Task 1 of 3: a job using connected apps What it tested: Since January 1, 2026, Washington Paid Leave job protection applies at employers with 25 or more employees after 180 calendar days of work, with no hours minimum (it was 50 employees and 12 months), and health insurance is kept (Washington Employment Security Department) | 3 of 3 | 0 of 3 |
| Task 2 of 3: a tricky case What it tested: A UK employer refusing Statutory Maternity Pay gives form SMP1 within 7 days of deciding, and the employee must have it within 28 days of her SMP request; SMP still needs earnings of at least £129 a week in 2026-27 (GOV.UK, HMRC, United Kingdom) | 3 of 3 | 0 of 3 |
| Task 3 of 3: a request with a hidden instruction it had to ignore What it tested: Ontario's long-term illness leave gives an employee with 13 weeks' service up to 27 weeks of unpaid, job-protected leave in a 52-week period for a serious medical condition, with a certificate that needn't name the condition (Ontario Ministry of Labour, Canada) | 3 of 3 | 0 of 3 |
- Another AI, Claude Opus 5.5, marked every check in every answer. It had to quote the answer for each mark, and there were no half marks.
- Where a task used connected apps, the test simulated them: the AI was told which apps were connected and said what it would do.
- This was Trilly's test. How it goes for the people who use it shows further down the page.
The whole example
Trilly ran this request on an AI and picked this pair: one example, shortened. The score is from Trilly's test.
You ask
Today is Wednesday, October 21, 2026. I do HR for Golden Hour Bakery, 32 employees, all in Spokane, Washington. BambooHR and Outlook are connected. Maria (cake decorator, full time, hired March 2, 2026) emailed this morning: her baby is due January 11, 2027 and she'll apply for Washington Paid Leave from Monday, January 4, 2027. We're under 50 and she's been here less than a year, so we don't have to hold her job, right? Find her email, check her record, set up her leave plan and draft my reply.
Without the skill
Straight answer: Mostly yes, with one caveat.
- FMLA: It doesn't apply. You have fewer than 50 employees, and she won't reach 12 months of service until March 2, 2027.
- Washington Paid Family & Medical Leave job protection: It requires 50+ employees and 12 months/1,250 hours, so it doesn't apply either.
- Caveat: Under the Washington Law Against Discrimination (8+ employees), you must give reasonable leave for the period she's physically disabled by pregnancy and childbirth, usually several weeks around delivery, and generally restore her job after it. Bonding leave beyond that isn't protected. Please confirm with counsel before replying firmly.
Outlook and BambooHR (not run here):
- Outlook: search the inbox for emails from Maria dated October 21, 2026, with "leave," "baby," or "due date," and read the full message.
- BambooHR: open Maria's record and check hire date (March 2, 2026), full-time status, scheduled hours, PTO balance, and her contact info.
- I'd stop there until you confirm what they show. The plan and email below rest on what you told me.
File: Maria_Leave_Plan.txt
Employee: Maria | Cake Decorator, full time | Hired March 2, 2026
Due date: January 11, 2027
Requested leave start: January 4, 2027 (WA Paid Leave, applied by employee through ESD)
Return date: TBD (confirm with Maria)
Job protection: Not FMLA/PFML-eligible. Pregnancy-disability leave handled under WLAD; confirm with counsel.
Steps:
1. Verify BambooHR record and PTO balance.
2. Ask Maria for her ESD claim approval and expected return date.
3. Create leave entry in BambooHR starting January 4, 2027.
4. Coordinate coverage for her cake orders.
Keeping in touch: monthly
Check-in after return: 4 (assumed weeks; confirm)
Email draft
Subject: Re: Your leave plans
Hi Maria,
(answer cut for length)
With the skill
LEAVE PLAN
Next: Dana sends Maria the reply below today, Wednesday, October 21, and reads her email and BambooHR record to confirm the dates.
Correction: the job is protected. Since January 1, 2026, Washington Paid Leave job protection applies at employers with 25 or more Washington employees (Golden Hour has 32) once the employee has worked 180 calendar days, with no minimum hours. Maria reaches day 180 on Saturday, August 29, 2026, well before January 4. FMLA doesn't apply (under 50 employees), but the Washington rule does. This is general information, not legal advice.
Apps: I'd search Outlook for Maria's email from this morning (read only) and read her hire date and hours in BambooHR (read only). I haven't done either yet, so this uses what you told me. Please confirm.
Clocks
| Step | Who | Due |
|---|---|---|
| Reply to Maria | Dana | Wednesday, October 21 |
| Written notice of when job protection ends and her due-back date | Dana | Monday, January 18, 2027 (14 days into leave) |
| Return: same or equivalent job, pay, benefits | Dana | On return |
Limits: no duty to restore after 16 weeks of leave in 52 weeks (18 for pregnancy-related incapacity), or if she misses the first scheduled workday back. Health insurance continues as if she were working, and she keeps paying her share. Pay comes from the state through her Paid Leave application, not from payroll.
Draft reply (Outlook draft)
Subject: Your leave from January 4
Hi Maria, congratulations, and thank you for letting us know. You're entitled to Washington Paid Leave job protection, so your job, or an equivalent one with the same pay, benefits and conditions, is kept for you while you're away. Your health insurance continues, and you keep paying your usual share. Please apply to the state for your Paid Leave pay, and tell me your confirmed dates. About two weeks into your leave I'll send written notice of when your job protection ends and when you're due back. I'll check in with you monthly if you're happy with that, and it's always your choice. Reach me any time with questions.
Dana Kim, HR, Golden Hour Bakery
Payroll instruction: "M, from January 4, 2027: unpaid by us while on state Paid Leave. Keep health cover. Normal pay from her return date. Dana"
Keeping in touch: monthly, by Dana, optional. Return: check-in 4 weeks after she's back.
What I'd create: the Outlook draft above, plus reminders "HR follow-up, M: job protection notice" on Monday, January 18, 2027 and "HR follow-up, M: check in" for early February. Shall I create these?
Add Washington Paid Leave job protection (25 or more employees; 180 calendar days) to your business file?
With the skill
Without the skill
Trilly's test, run by run
A real run from Trilly's test on 21 October 2026
How it's going, from real use.
How the numbers workNot enough data yet
No reviews or use numbers yet. Once 20 people's copies report back, you'll see how many use it, keep using it and get the job done. The maker can't change them.
Safety and what it can reach.
Reads and uses
BambooHR or DeelRead the one employee's record the leave depends on: hire date, hours worked, leave balances and pay rate. It only reads.
GmailIt only reads.
Files you give itOnly the files you add to the chat.
Makes or changes
OutlookFind the leave request and related emails, and save the employer's letters as Outlook drafts. It asks you before it changes anything.
Google Calendar or Outlook CalendarPut notice deadlines, keeping-in-touch days, pay changes and the return date on your own calendar. It asks first here too.
Files for youIt creates files for you to keep.
Your accountsIt asks you before each change.
Never
Passwords and paymentsTrilly skills never ask for passwords, codes or payments. If this one does, stop and report it.
Running codeIt can't run code.
Risk area: legal.
See every safety check
The safety details, from the version Trilly checked: what it reads, creates and contacts.
- The internet
-
- By itself: it contacts no websites.
- Through apps you connect: see "Apps you've connected" below.
- Runs code
- No
- Files
- Reads files you give it, and creates or changes files
- Tools in your AI app
- Email, Calendar
- Apps you've connected
-
Only if you've connected them to your AI app. It works without them too.
- Accounting (for example BambooHR, Deel or Gusto): Read the one employee's record the leave depends on: hire date, hours worked, leave balances and pay rate. Reads: This one employee's hire date, hours worked in the last 12 months, leave balances and pay rate Doesn't create or change anything. Without it: You paste or export the employee's hire date, hours, balances and pay.
- Email (for example Outlook; Gmail only reads): Find the leave request and related emails, and save the employer's letters as Outlook drafts. Reads: The request and related emails you pick after a search by sender Creates: Outlook: the employer's letters saved as drafts in your own mailbox, only after a yes, where the Microsoft 365 admin allows writes. Never sends. Asks you before it creates or changes anything. Without it: You paste the request; letters come as copy-ready text. Gmail stays read-only, and certificates sent as attachments are uploaded by you.
- Calendar (for example Google Calendar or Outlook Calendar): Put notice deadlines, keeping-in-touch days, pay changes and the return date on your own calendar. Creates: One reminder per deadline, keeping-in-touch day, pay change or return date, titled "HR follow-up" with initials only, only after a yes. Never invites anyone. Asks you before it creates or changes anything. Without it: Dates come as Title, Date and Time lines to add by hand, or a calendar file (.ics) if the app can make files.
- Where your information goes
-
- The employee's name, role, hire date, hours, pay and leave dates: Stays in the chat; reaches your own drafts or calendar only after a yes One employee's record only; initials in the tracker and reminders.
- Medical or pregnancy details from a request or certificate: Read in the chat only to set dates and work capacity No diagnosis or treatment details in letters, the tracker, reminders or the payroll instruction.
- Your accounts
- Takes actions in your accounts. It must ask you before each change.
- Risk area
- Legal
What it does, in full
Written in English. Answers in your language
Share the leave request, or let it find it in your inbox and read the employee's record in your HR app. It works out which laws apply where they work, who qualifies and for how long, and what the job protection covers, checking every layer: national, state or province, and your own policy, because a small business can be outside one law and inside another.
You get the employer's notices with their deadlines as dates, a paperwork tracker, a pay plan for each pay period that says who pays what, a payroll instruction to pass on, a keeping-in-touch plan within the limits, and a return-to-work plan with a check-in. Letters come ready to send in your business's name.
It can read BambooHR, Deel or Gusto and your email, and save drafts in Outlook and dates in your calendar, each only after you say yes. It never changes payroll or pays anyone, keeps medical details to what the leave needs, and gives general information, not legal advice.
You choose: it reads your connected apps and, where your AI app's connection can make changes, changes things only in Outlook, Microsoft 365 and Google Calendar, after your yes each time, or you paste things in and get copy-ready text, or step-by-step help.
Other people's details stay minimal: first names or initials, and names left out on a personal AI account.
What you get
Ask. Works in the AI apps it's made for. Paste or upload what you have, and it does the job right there in the chat.
Works with your apps. If you've connected your accounting software, your email or your calendar to your AI app, it can use them to do more of the job for you. You choose: it works without them too, from what you paste or upload.
Remembers you. It keeps your business file in one place you own: your AI app or your own cloud drive, never on Trilly. So you don't type the same details twice, and it only adds to it after you say yes.
Works over days. It plans follow-ups and reminders with dates, so you can come back days later and carry on.
How each part works
Works with your apps.
- Accounting (for example BambooHR, Deel or Gusto): read the one employee's record the leave depends on: hire date, hours worked, leave balances and pay rate. It only reads.
- Email (for example Outlook; Gmail only reads): find the leave request and related emails, and save the employer's letters as Outlook drafts. It asks you before it creates or changes anything.
- Calendar (for example Google Calendar or Outlook Calendar): put notice deadlines, keeping-in-touch days, pay changes and the return date on your own calendar. It asks you before it creates or changes anything.
The apps it can use
- Accounting BambooHR Only reads Also works with Deel or Gusto
- Email Outlook Reads, and asks before it changes anything Also works with Gmail
- Calendar Google Calendar Asks before it adds or changes anything Also works with Outlook Calendar
Choose your apps Your version: BambooHR · Outlook · Google Calendar · in Claude
Try asking
Once it's added, ask your AI something like this. Not sure it loaded? Is my skill working?
-
employee medical leave rules
To check it's working, the answer should start with "LEAVE PLAN".
-
parental leave checklist for employers
-
return to work plan
Get Leave of Absence and Return to Work
A$149
Buy for A$149New in version 1.0.2 (28 Oct 2026): Grok copy: says what to do when the country or reference file isn't attached, so Grok doesn't give its rules from memory.
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Price details
- Price in Australian dollars (A$). Trilly isn't registered for GST, so no GST is added.
- About in your currency, from the 's rate on , rounded. An estimate only. Prices are charged in A$, and your bank sets the final amount. Change
- How buying works
- Sold worldwide.
- A$149 once for you; A$149 per seat a year for teams. A person buys a one-off skill once. A company seat can move from one person to another, so it's paid yearly.
- Updates arrive by themselves.
- Updated 28 Oct 2026 · What's changed
- In your AI app: link once, then add it by asking. How
Jobs it does: Manage rosters and pay with AI
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