A neutral severance-conversation record sheet for a job change in China

This page is a record-keeping aid for a conversation that mentions severance, separation, final pay, or a proposed departure. It does not calculate an entitlement, predict an outcome, or replace advice tailored to a particular situation.

When a work change turns into a conversation about ending employment or changing the terms of departure, the first helpful step is often to preserve the written version of what was said. People can remember a meeting differently after a few days. A dated, source-first record lets you identify the words used, the documents mentioned, and the questions that still need a written response.

Start with the exact wording

Save the original message, email, document, or meeting invitation that prompted the conversation. Record the date and time, the sender or participants, the channel used, and any deadline. If someone uses a phrase such as “final settlement,” “notice,” “resignation,” “termination,” or “severance,” write it down as it appeared rather than translating it into a conclusion. The purpose is to preserve the source, not to decide what the wording means.

Separate facts from follow-up questions

A clear record has two columns: what you received and what you need clarified. In the first, keep factual entries such as “HR email received at 15:20 with a draft agreement attached” or “meeting on 18 May; manager said a later document would be sent.” In the second, write focused questions such as “Which document version does the company ask me to respond to?” and “When would the proposed change take effect?”

This separation matters because later explanations can easily become mixed with the original proposal. Keeping a short factual timeline helps you return to the earliest document when a later message refers to “the agreed terms” or “the final version.”

Track documents and versions

Use filenames that include the date received, and do not overwrite an earlier document with a revised one. If two versions look similar, record only visible differences: a different salary wording, job title, notice period, effective date, signature block, or payment description. It is usually better to write “the 21 May version adds a new paragraph about final payment” than to assume why that paragraph was added.

Make a calm follow-up record

Before replying, review the timeline, the documents, and the short question list. A useful follow-up asks for the exact document version, the basis for a stated date or amount, and confirmation of anything that was said verbally. Keep a copy of the message you send. That approach makes a later discussion easier to follow without turning the record into an argument.

For general background that can help organize questions about an employment ending, see dismissal and severance information. It is a neutral reference point; individual circumstances may require more specific professional guidance.

A record sheet cannot resolve every employment question. Its value is modest but real: it gives you a dated trail of what was communicated, which written materials exist, and which points still need confirmation.