Disable a user

When someone leaves the team, disable their login. Don't delete the user — their past time entries, invoices, change orders, and notes need to stay attached to their name for the audit trail. Disable is the correct action for 99% of departures.

How to disable

Team → click the user → toggle Enabled off. They're logged out immediately and the next attempt to log in shows an account-disabled message. Active sessions are killed; if they were in the middle of editing something, that work is saved and they're bumped to a logout screen.

What stays

Everything they did stays in the workspace. Time entries, materials, notes, jobs they touched, change orders they sent, photos they uploaded — all visible, all credited to their name. The audit trail is what makes payroll defensible six months later and what makes job-history searchable when a returning customer calls.

Re-enabling

Toggle Enabled back on. They can log in immediately; no new invite or password reset needed. Common scenario: seasonal crew returning in spring. Disable in October, re-enable in March — same email, same role, full history intact.

When to delete instead

Delete only when the person was never actually working with you — accidental invite, wrong email, test account. If they ever logged in and did real work, never delete. The data they touched stays orphaned in your audit log; you can't recover history if you later need it.

Security best practice on departures

• Disable the moment the relationship ends, not at the end of the week. Active credentials are a security exposure.
• If they had Admin or Office access, also rotate any shared credentials they had (Stripe, QuickBooks, banking) outside of Construction Scope.
• For amicable departures, send them a copy of their hours / W-2-relevant data before disabling so they have what they need for their next employer or tax filing.
• For non-amicable departures, document the disable timestamp in your HR records.