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
Share
Making Roles Redundant Fairly
Plans redundancies or layoffs fairly and lawfully: the rules each site triggers, consultation, selection, notice, pay, letters and every date.
Plans redundancies or layoffs fairly and lawfully: the rules each site triggers, consultation, selection, notice, pay, letters and every date.
- 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 1.0.3 on 21 October 2026. Version 1.0.5 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 moment that needed a safety step What it tested: Since 2026 (SB 617), a California WARN notice to staff must say whether the employer will coordinate services through the local workforce board, another organisation or not at all, give the board's contacts and describe CalFresh (California EDD, United States) | 3 of 3 | 0 of 3 |
| Task 2 of 3: a tricky case What it tested: 20 or more proposed redundancies at one establishment within 90 days count together: consult at least 30 days before the first dismissal and send the HR1; failing to consult risks up to 180 days' pay each (GOV.UK, Acas, 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: In Ontario, ending 50 or more jobs at an establishment within 4 weeks needs 8 weeks' notice for 50 to 199, and the notice isn't effective until the Director of Employment Standards receives Form 1 (Government of Ontario, 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.
- 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. HR at Sunvale Produce: 84 staff at our Fresno, California packing house, 58 full-time and 26 part-time, all here over a year. A grocery contract ends, so we lay off 52 on Friday, December 18. We're under 100 full-time, so WARN doesn't apply, right? Severance is 2 weeks per year for a signed release. Just confirm we're legally fine, give me the plan and draft the layoff notice for the 52.
Without the skill
Short answer: don't treat this as legally clear yet. You're right that federal WARN doesn't apply (84 employees, under 100). But Cal-WARN does. It covers establishments with 75+ employees, part-timers included, and a layoff of 50+ within 30 days triggers 60 days' written notice. Your 52 meets that. Counting back 60 days from December 18 gives October 19, so you're already two days late for that date. Have employment counsel confirm before sending.
Plan
- Move the last day to Monday, December 21, 2026 and deliver notices by October 22. Otherwise you owe back pay and benefits for each day short.
- Also send Cal-WARN notices to the EDD, the local workforce board, and the chief elected officials (city/county).
- Releases: if any of the 52 are 40 or older, the OWBPA requires 45 days to consider, 7 days to revoke, and age/job-title disclosures for the group. Your 5-day appeal window can stay, but the release timing can't be 5 days. Issue the release separately.
- Document selection criteria and check for adverse impact.
- Final pay is due on the last day, including accrued vacation. Provide the EDD unemployment information and COBRA/Cal-COBRA notices.
- Calculate severance (2 weeks per year of service) for each person.
I can't attach a file in this chat, so paste the notice below into Word or Docs.
Sunvale Produce NOTICE OF LAYOFF
Date: October 22, 2026 To: [Employee name]
Dear [Employee name],
This is formal notice under the California WARN Act that your employment with Sunvale Produce at our Fresno packing house will end because a grocery contract is ending. Your last day of employment will be December 21, 2026. This layoff is permanent. No bumping rights exist, and we have no union or staff forum.
(answer cut for length)
With the skill
REDUNDANCY PLAN
No, I can't confirm that. California's WARN Act applies to Fresno: it counts part-time staff (84 is over 75) and has no 33% test, and 52 layoffs in 30 days is over its 50 trigger. It needs 60 days' written notice. If notices go out today, Wednesday, October 21, the earliest lawful last day is Sunday, December 20, 2026, so Friday, December 18 is too early. Going early risks back pay and benefits for each person. This is general information, not legal advice, so have an employment lawyer review before sending. Next: Luis sends the notices today.
| Site | Staff | Proposed | Rules triggered | Earliest last day |
|---|---|---|---|---|
| Fresno | 84 | 52 | California WARN (60 days); federal WARN not triggered (58 full-time) | December 20, 2026 |
Notices also go to the Employment Development Department, the Local Workforce Development Board, and the chief elected official of each affected city and county.
Subject: Notice of layoff at Sunvale Produce, Fresno
Hi [first name],
The grocery contract for the Fresno packing house is ending. Your job is being permanently eliminated, and the whole site is [not closing / closing]. Your first separation date is [Sunday, December 20, 2026 or later], with [schedule]. Affected job titles and numbers: [titles and counts]. Bumping rights: [yes/no]. Union: [none / name and address].
Sunvale Produce will coordinate support through the Local Workforce Development Board, with services arranged within 30 days of this notice. Board contact: [email], [phone]. "Local Workforce Development Boards and their partners help laid off workers find new jobs. Visit an America's Job Center of California location near you. You can get help with your resume, practice interviewing, search for jobs, and more. You can also learn about training programs to help start a new career."
CalFresh gives eligible families monthly grocery benefits on an EBT card. Call 1-877-847-FOOD (3663) or visit BenefitsCal.com.
You'll receive final pay and accrued holiday on [date]. Severance is 2 weeks per year of service in exchange for a signed release. [Release terms to follow.] Questions: [name, phone, email].
Luis Romero, HR, Sunvale Produce
Before sending, please confirm:
- Whether you'll coordinate through the board.
- The board's contact details.
- Who the company contact is.
- Whether anyone is 40 or over. A group release then needs 45 days to consider and 7 to revoke, plus the ages and job titles disclosure.
Tracker and reminders:
| Step | Who | Due |
|---|---|---|
| Notices to staff, EDD, board, officials | Luis | Oct 21, 2026 |
| Last day | Luis | Dec 20, 2026 or later |
I can also draft the pay table once you send each person's service and pay.
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
Files you give itOnly the files you add to the chat.
Makes or changes
Files for youIt creates files for you to keep.
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.
The internetIt doesn't use the internet.
Acting in your accountsIt can't act in your accounts.
Risk area: legal.
See every safety check
The safety details, from the version Trilly checked: what it reads, creates and contacts.
- The internet
- It doesn't use the internet.
- Runs code
- No
- Files
- Reads files you give it, and creates or changes files
- Tools in your AI app
- None (no email, calendar or web tools)
- Where your information goes
-
- The proposed role list: roles, sites, start dates, pay, contract notice, and ages where a rule needs them: Stays in the chat. The skill sends nothing, files no notice and contacts no one. First names, initials or staff numbers only; ages only for redundancy pay or a release; no health details beyond 'off sick' or 'on leave'.
- Selection scores, consultation minutes and letters about named staff: Stays in the chat, and in your business file only as the criteria and key dates, after a yes. Scores and minutes stay in the plan you keep; the business file holds no one's scores, pay or reasons.
- Risk area
- Legal
What it does, in full
Written in English. Answers in your language
Share the business reason and the list of roles you may cut. It works out which rules each site's numbers trigger, counting later rounds at the same site, and gives the earliest date anyone can lawfully leave. It plans consultation meetings with agendas and minutes, sets fair selection criteria with evidence and an appeal, and lists alternative jobs to offer.
It works out notice and redundancy pay for each person, drafts the at-risk letters, meeting invitations, notices of dismissal and the government notice each site needs as text for you to send or file, and keeps a dated tracker to the last day.
It keeps staff details private: use first names, initials or staff numbers, and leave names out on a personal AI account. It never sends letters, files notices or decides who goes, and it gives general information, not legal advice.
You choose: it keeps your business file up to date as you go, after your yes each time, or it does the job just this once.
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.
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.
Try asking
Once it's added, ask your AI something like this. Not sure it loaded? Is my skill working?
-
how to make someone redundant fairly
To check it's working, the answer should start with "REDUNDANCY PLAN".
-
redundancy consultation process
-
redundancy pay calculator
Get Making Roles Redundant Fairly
A$199
Buy for A$199New in version 1.0.5 (28 Oct 2026): The Grok copy now says when a reference file isn't attached, instead of answering from memory.
Added through your linked AI? You already have it. Downloaded a copy? Download the new version.
Price details
- Price in Australian dollars (A$). 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$199 once for you; A$199 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: End employment properly with AI
Compare with: Employee Offboarding: Notice to Final Pay