Hr, Recruitment, T&d And Motivation
Hr Executive
Hr Generalist
Human Resources Executive
Senior Hr Advisor And Blogger
Asst. General Manager - Hr
Piku Adala
Associate Professional

Cite.Co is a repository of information and resources created by industry seniors and experts sharing their real world insights. Join Network
Dear Seniors, I have an important query as to should we give the relieving letter in case of termination or not ?? please guide....
Sonal, If employer is firing then you should give I think. You have not mentioned the reason of firing so I am not able to provide the clear idea about it.
Termination or resignation, both are falling under separation. when an employee is discharged from an organisation, he should be relieved as per companies procedures and letter to be issued to this effect.

  • When you say employee is terminated, it means you have issued Termination Letter, mentioning reason for termination. In such case there is no need to issue separate relieving letter. Termination Letter itself will say that, your services are terminated and you are relieved on so and so date.
  • In case you do not wish to issue termination letter and spoil future of employee then take him into confidence, obtain resignation from him and issue formal relieving letter.

Completely Agree with vkokamthankar.
In the best interest of employee and also following moral values, ask the employee to give resignation. And issue a relieving letter after full and final settlement.

Have you done all full and final settlement of such employee?
What is the basis of termination? If it involves issue like theft and the legal matter is going in the court of law, you should not till the verdict come.
If you have internally settled it or if you have terminated him/ her on the basis of performance, you should release both relieving and experience certificate. Experience certificate you can give immediately but give relieving letter only after full and final settlement done.

Relieving letter says many things like designation, scale of pay, service period, reason for leaving, etc. whereas termination letter does not say all those aspects. What is harm in issuing relieving letter when the terminated employee fulfilled all formalities as per procedures?

  • I beg to differ with you. I feel you are confusing Relieving Letter with Service Certificate.
  • Relieving Letter only says that, your resignation dated so and so is accepted and you are/will be relieved from the services from so and so date.
  • Service Certificate generally mentions Name, Date of Joining, Last Held Designation, Date of Relieving, Last Drawn Salary, Reason for Leaving etc.
  • Some organizations issue above two documents separately and some organization issue one document which is combination of both.

Termination of employment for proven misconduct or under performance will not be followed by relieving letter and/or experience certificate. The termination letter will contain an intimation to the terminated employee to settle his accounts with the company/establishment preferably within two days from the date of termination.
The concerned employee on his part should not accept relieving order even if given;else it will amount to his/her acceptance of the termination.
Sanu Soman
HR Manager

Hi all If any employee got termination letter after giving resignation. Do u think it is fair enough to terminate any employee for small issues after giving resignation??

This discussion thread is closed. If you want to continue this discussion or have a follow up question, please post it on the network.
Add the url of this thread if you want to cite this discussion.

About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2020 Cite.Co™