Dear All,
I would be grateful for your thoughts and inputs on the subject of Relieving Letters.
In particular:-
What is the benefit of such a letter to the company whose employee has resigned?
What is the value of such a letter to the company who wishes to engage?
I ask this because the site is full of companies not issuing relieving letters.
Warm Regards
Harsh
From United Kingdom, Barrow
369I would be grateful for your thoughts and inputs on the subject of Relieving Letters.
In particular:-
What is the benefit of such a letter to the company whose employee has resigned?
What is the value of such a letter to the company who wishes to engage?
I ask this because the site is full of companies not issuing relieving letters.
Warm Regards
Harsh
From United Kingdom, Barrow
Very Good Questions but could you please let us know what Relieving Letter means to you in your understanding. It would be a nice idea to share yourself with us first I believe so that other member can also exchange the knowledge easily
From India, Gurgaon
From India, Gurgaon
Hi Anil,
My understanding is - where the employer acknowledges that the employee is relieved of their duties and are free to seek / commence other employment, without hindrance.
I raise this question in particular to address a situation where the employee has already resigned and left (as opposed to resigned, but still within notice period).
Regards,
Harsh
From United Kingdom, Barrow
My understanding is - where the employer acknowledges that the employee is relieved of their duties and are free to seek / commence other employment, without hindrance.
I raise this question in particular to address a situation where the employee has already resigned and left (as opposed to resigned, but still within notice period).
Regards,
Harsh
From United Kingdom, Barrow
Thanks for sharing yourself.
Exactly. “Where the employer acknowledges that the employee is relieved” or is not an employee of them with effective date and free for other employments. (Relieving letter is important for both Employee and Employer)
In other words., for Employer, relieving letter is a proof of separation and that they have relieved employee from services completely and are not liable to pay any more in any regard, also the acknowledgement of employee for them with that special purpose for their future reference.
And for Employee, like you shared too above, is also a proof of separation that they have worked with an organization for a period and now free by them to seek other employments.
And to address the situation where an employee who already resigned but are still under notice period, will still be an employee of them and deserve the salary for that period too till the last day of notice period, therefore, cant be offered experience/relieving letter.
It is also self explanatory “Relieving Letter” and can only be issued after getting “Exit Clearance” done.
About second question and the value of it for future employers and companies and why they required it by candidates (Future Employees), because to verify whether they are relieved from their (still an employee of ) past employer or not, or to prevent unwanted future threats such as duel employment problems.
Hope you got the answer of your first questions in detail.
Also I would like to know about your above statement, please clarify this.
From India, Gurgaon
Exactly. “Where the employer acknowledges that the employee is relieved” or is not an employee of them with effective date and free for other employments. (Relieving letter is important for both Employee and Employer)
In other words., for Employer, relieving letter is a proof of separation and that they have relieved employee from services completely and are not liable to pay any more in any regard, also the acknowledgement of employee for them with that special purpose for their future reference.
And for Employee, like you shared too above, is also a proof of separation that they have worked with an organization for a period and now free by them to seek other employments.
And to address the situation where an employee who already resigned but are still under notice period, will still be an employee of them and deserve the salary for that period too till the last day of notice period, therefore, cant be offered experience/relieving letter.
It is also self explanatory “Relieving Letter” and can only be issued after getting “Exit Clearance” done.
About second question and the value of it for future employers and companies and why they required it by candidates (Future Employees), because to verify whether they are relieved from their (still an employee of ) past employer or not, or to prevent unwanted future threats such as duel employment problems.
Hope you got the answer of your first questions in detail.
Also I would like to know about your above statement, please clarify this.
From India, Gurgaon
Hi Anil,
Thank you for your comprehensive answer.
Regarding the statement you refer to; I am shocked to read about the number of members who have waited for weeks and even months before getting relieving letters, and some if at all !!
By delaying the issue of these letters, people cannot get jobs and move on, this is an unnecessary hindrance.
Surely, it is more important to establish experience and qualifications, which can be done at various interview levels.
I accept that there may be valid delays for some people, but where the delay is down to sheer (in my opinion) neglect of duty, it is always the employee who seems to suffer.
Incidentally, I write this post from the view of a recruitment consultant.
Once again, Thank You.
Regards,
Harsh
From United Kingdom, Barrow
Thank you for your comprehensive answer.
Regarding the statement you refer to; I am shocked to read about the number of members who have waited for weeks and even months before getting relieving letters, and some if at all !!
By delaying the issue of these letters, people cannot get jobs and move on, this is an unnecessary hindrance.
Surely, it is more important to establish experience and qualifications, which can be done at various interview levels.
I accept that there may be valid delays for some people, but where the delay is down to sheer (in my opinion) neglect of duty, it is always the employee who seems to suffer.
Incidentally, I write this post from the view of a recruitment consultant.
Once again, Thank You.
Regards,
Harsh
From United Kingdom, Barrow
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