Parties
Identify employer legal entity and employee name as they appear on payroll and ID.
A properly drafted HR Non-Extension Agreement minimizes disputes, documents agreed exit terms, and creates a reproducible record that supports payroll, benefits, and compliance. When executed electronically in line with U.S. e-signature laws, it preserves enforceability while speeding completion and recordkeeping.
Human resources, hiring managers, and legal counsel most often prepare HR Non-Extension Agreements; signers include the employee or contractor and an authorized employer representative.
The document is also routed to payroll, benefits administrators, and sometimes outside counsel for review when severance or releases are involved.
As the preparer and custodian of the agreement, the HR Manager completes operational fields, confirms compensation and benefit dates, selects governing law and retention instructions, and ensures that the electronic execution method meets company policy.
The employee or contractor reviews the terms, confirms final pay and benefits arrangements, indicates acceptance of any separation obligations, and provides an electronic signature to make the agreement binding and auditable.
Identify employer legal entity and employee name as they appear on payroll and ID.
State the employment term end date and any effective date for related obligations.
Detail final wages, accrued vacation payout, severance, and final pay schedule.
Specify benefits end date and COBRA or continuation enrollment steps when applicable.
List company property to be returned, deadlines, and contact for completion.
Provide signer names, titles, dates, and witness or notarization fields if required.
| Field | Configuration |
|---|---|
| Signer Authentication | Email plus optional SMS code for higher assurance. |
| Signing Order | Sequential: employer first, then employee, or simultaneous as policy requires. |
| Required Fields | Mark signature, date, and final compensation fields as mandatory. |
| Audit Trail | Enable IP, timestamp, and action log collection for legal evidence. |
Choose an e-signature workflow that captures intent, attribution, and a reproducible audit trail while meeting your organization’s authentication standards.
Provide any contractual notice required before the end date.
Process final wages according to state pay statutes and company policy.
Set the benefits end date and trigger COBRA notification timelines.
Establish a clear deadline for returning company devices and keys.
Archive executed agreement immediately after signatures and confirmation of pay.
Employer confirms non-extension and routes the draft for approval.
All required signers execute and dating is verified.
Payroll finalizes wages and benefits team processes continuation or termination.
Signed agreement and audit trail stored under retention policy.
| signNow | DocuSign | Adobe Sign | PandaDoc | HelloSign | |
|---|---|---|---|---|---|
| Starting Price | $8/user/mo | $15/user/mo | $14/user/mo | $19/user/mo | $15/user/mo |
| Free Trial | 7-day free trial | Varies | Varies | Yes, limited | Yes, limited |
| Bulk Send | Yes | Yes | Yes | Yes | No |
| Audit Trail | Yes | Yes | Yes | Yes | Yes |
| HIPAA Compliant | Yes | Yes | Yes | No | No |
Save as PDF with an attached audit trail for evidentiary completeness.
Archive in HRIS and secure document repositories with restricted access.
Limit edit rights and keep signed copies immutable to preserve integrity.
Provide secure links or encrypted copies to payroll, benefits, and legal teams.