Respected Seniors.. i m little bit confuse regarding issuing back dated appointment letter to our employees...is it legal ? pls suggest ....
From India, Rajkot
Acknowledge(0)
Amend(0)
From India, Rajkot
Acknowledge(0)Amend(0)
Dear Friend,
Generally, no organization prefers to issue appointment letters with a back date. Why? Because it may lead to complications in case of an accident or the death of an employee. It can also become difficult to terminate or discharge an employee whom you have taken into service without providing him with an appointment letter with a prospective date. However, the employee can be taken on the basis of an offer letter with a provision to issue him an appointment letter upon his joining duty as per the terms and conditions of such offer letter.
In such a case, the appointment letter could be issued by mentioning the date of his joining into the service of the organization but not before the said date.
Regards,
N.V. Rao Naidupeta
From India, Nellore
Acknowledge(0)Amend(0)
3Generally, no organization prefers to issue appointment letters with a back date. Why? Because it may lead to complications in case of an accident or the death of an employee. It can also become difficult to terminate or discharge an employee whom you have taken into service without providing him with an appointment letter with a prospective date. However, the employee can be taken on the basis of an offer letter with a provision to issue him an appointment letter upon his joining duty as per the terms and conditions of such offer letter.
In such a case, the appointment letter could be issued by mentioning the date of his joining into the service of the organization but not before the said date.
Regards,
N.V. Rao Naidupeta
From India, Nellore
Acknowledge(0)Amend(0)
Yes, you can - you have to because there won't be any other alternative. Companies will operate without HR for 2 to 3 years, and they feel that one Production Manager and Finance Manager are more than enough to run a company. After 3 years, the employee-related problems escalate because there is no people orientation, welfare, proper statutory compliance, etc. Subsequently, with a lot of dissatisfaction, employees resort to collective bargaining, etc. The real challenge begins at this point - employees raise disputes, the labor department inspects and requests all sorts of records, appointment letters, documents, confirmation letters, etc. The organization then has to issue the appointment/confirmation letters with retrospective dates.
If the HR joins after 3 years, even then the HR head wants to keep everything in order. They start with job applications, testimonials, nominations, etc., and then issue the appointment letters with retrospective effect.
Regards - Kamesh
From India, Hyderabad
Acknowledge(0)Amend(0)
If the HR joins after 3 years, even then the HR head wants to keep everything in order. They start with job applications, testimonials, nominations, etc., and then issue the appointment letters with retrospective effect.
Regards - Kamesh
From India, Hyderabad
Acknowledge(0)Amend(0)
Elaborating Mr. Rao's reply, an appointment letter can be issued bearing the date on which it is issued (current date) but stating that "Mr. X has been appointed in the service of the company with effect from (cite the back date)" provided he has been in service of the company since that date (back date). Such an appointment letter may not pose any problem with reference to time. Do not give backdated appointments for the period an employee was not in the service of your company as it may create an embarrassing situation for you later, which might be unexpected now.
B. Saikumar
HR & Labour Law Advisor
Mumbai
From India, Mumbai
Acknowledge(0)Amend(0)
B. Saikumar
HR & Labour Law Advisor
Mumbai
From India, Mumbai
Acknowledge(0)Amend(0)
Any back dated documents may land into trouble, not to speak of appointment letter alone. Pon
From India, Lucknow
Acknowledge(0)Amend(0)
From India, Lucknow
Acknowledge(0)Amend(0)
The appointment letter date will be the same as the issue of the appointment letter (preparation date). However, the appointment date can be backdated, with the condition that the backdate for 1 year or 2 years is given only to calculate the service seniority of the individual employee.
From India, Kumbakonam
Acknowledge(0)Amend(0)
From India, Kumbakonam
Acknowledge(0)Amend(0)
Dear Sir,
The appointment can be implied or expressed. Implied means joining in duty working with an understanding, and it will continue. It is valid in law. Expressed means receiving an appointment order and working. It is a clear position. Giving backdate appointment order for the work period is valid.
D. Gurumurthy
HR/IR Consultant
From India, Hyderabad
Acknowledge(0)Amend(0)
The appointment can be implied or expressed. Implied means joining in duty working with an understanding, and it will continue. It is valid in law. Expressed means receiving an appointment order and working. It is a clear position. Giving backdate appointment order for the work period is valid.
D. Gurumurthy
HR/IR Consultant
From India, Hyderabad
Acknowledge(0)Amend(0)
Hi, I do agree with Mr. NV Rao, Mr. Kamesh & Mr. Saikumar. Good Suggestion and a guide line for HR professionals in this regards. Regards Jai Ram Singh 08880571320
From India, Bengaluru
Acknowledge(0)Amend(0)
From India, Bengaluru
Acknowledge(0)Amend(0)
Hi, I do agree with Mr. NV Rao, Mr. Kamesh, Mr. Saikumar & Mr Jairamsingh. Good Suggestion and a guide line for HR professionals in this regards.
From India, Bangalore
Acknowledge(0)Amend(0)
From India, Bangalore
Acknowledge(0)Amend(0)
Dear Members, Mr.D.Gurumurthy is quite right in his observation.It is legal. Regards, Col.Suresh Rathi
From India, Delhi
Acknowledge(0)Amend(0)
From India, Delhi
Acknowledge(0)Amend(0)
Dear All,
This problem is found in many small-scale and medium-scale companies. Many of the companies do not issue appointment letters to employees, even though the employee has worked for the last 5 years, 8 years, 2 years, etc. New HR personnel come and arrange all the documents of employees; however, many companies do not maintain personal record files of employees. It is ridiculous. Therefore, I think this kind of issue may arise.
Tejas
From India, Mumbai
Acknowledge(0)Amend(0)
This problem is found in many small-scale and medium-scale companies. Many of the companies do not issue appointment letters to employees, even though the employee has worked for the last 5 years, 8 years, 2 years, etc. New HR personnel come and arrange all the documents of employees; however, many companies do not maintain personal record files of employees. It is ridiculous. Therefore, I think this kind of issue may arise.
Tejas
From India, Mumbai
Acknowledge(0)Amend(0)
Issuing backdated appointment letters should not be a problem, but it is essential to ensure that the employee has actually worked in the organization from the same date. Supported documents such as card punching records, attendance registers, any legal deductions, salary disbursement records, etc., are also required to verify the appointment letter. Incorrect dates need to be handled strictly to avoid potential legal issues.
Regards, Arun Chakravarty
From India, Surat
Acknowledge(0)Amend(0)
Regards, Arun Chakravarty
From India, Surat
Acknowledge(0)Amend(0)
Many companies issue appointment letters after 1-2 months, but the appointment letter often contains the date of joining as the same date as the appointment letter. This is a common procedure and should not be a cause for concern. Individuals with extensive experience typically understand this point.
From India, Madras
Acknowledge(0)Amend(0)
From India, Madras
Acknowledge(0)Amend(0)
Dear Friend Appointment Letter must be the current date, as Seniors advice you right and correct information.
From India, Gurgaon
Acknowledge(0)Amend(0)
From India, Gurgaon
Acknowledge(0)Amend(0)
Dear All,
As an HR Professional, I am currently facing the same challenge of issuing appointment letters/Letter of Communication to employees aged 10-20 years. Can anyone share with me a draft copy of such an appointment letter? It's quite urgent.
My Email Id: arundathyk@yahoo.com
Thanking you in anticipation.
Regards,
Arundathy Krishnan.
From India, Mumbai
Acknowledge(0)Amend(0)
As an HR Professional, I am currently facing the same challenge of issuing appointment letters/Letter of Communication to employees aged 10-20 years. Can anyone share with me a draft copy of such an appointment letter? It's quite urgent.
My Email Id: arundathyk@yahoo.com
Thanking you in anticipation.
Regards,
Arundathy Krishnan.
From India, Mumbai
Acknowledge(0)Amend(0)
Hi Everyone,
I have a similar doubt. At the time of the establishment of my current company, many employees were hired without an offer letter. Now, I have to prepare the entire document file of all the employees for the audit next month. Can we release backdated offer letters for such employees? If not, is there any other solution for this audit purpose?
Thank you.
From India, Mumbai
Acknowledge(0)Amend(0)
I have a similar doubt. At the time of the establishment of my current company, many employees were hired without an offer letter. Now, I have to prepare the entire document file of all the employees for the audit next month. Can we release backdated offer letters for such employees? If not, is there any other solution for this audit purpose?
Thank you.
From India, Mumbai
Acknowledge(0)Amend(0)Join Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Innovative HR Practices-.doc
CiteHR.AI
(Fact Checked)-The user's reply is generally accurate. It is advisable to issue appointment letters with the actual joining date to avoid complications, as mentioned. However, it is crucial to comply with labor laws and ensure the letter is issued promptly upon employment. (1 Acknowledge point)