By mistake i issued an employee confirmation letter before due date - what will happen? - CiteHR
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It appears the discussion is going off the tangent and is focussed on one point as to how a mistake committed by the HR can keep an employee happy and generate more productivity which is not what the queriest sought to know.Does it mean that HR can commit mistakes that can keep employees happy?The queriest's limited purpose is to understand as to how to rectify a mistake committed in an administrative action. He just wants to know whether mistakes committed inadvertantly or honestly can be rectified and the position can be restored to it's original status.That's all he wants to know from this forum.The object is not to demotivate an employee or to deny confirmation when it becomes due to him as per the policy. His concern is to follow the policy and not to breach the policy even unknowingly.His concen is that no other employee under probation cites this as precedent and make demands for early confirmation. His concern is to avoid allegations of bias from other probationers.he can sufficiently explain the position to the employee and make him understand and addrees any anxiety in the employee about his confirmation and sustain his motivation.This apart, there are more authentic ways than by committing employee beneficial mistakes, to motivate employee to be more productive.


HR & labour Law Advisor



Though the letter format provided by B. Saikumar was politically correct; I donít totally agree with the views expressed in his later response.

Not every mistake has to be penalized. But once a mistake is done, it can never be restored to it's original position, without any disturbance in original plan.

The enquirer is aware of the mistake & surely not in position to withdraw or continue with the confirmation letter by himself. Because generally, the confirmation letter is prepared, but not signed by HR. It is done by the management. So, even to issue a apology letter & to take back the confirmation letter would be a management decision.

The discussions in forum above, do provide different views about the options available, which would be definitely considered by the management in this case, before reaching the decision. The forum is just a media to make the enquirer aware of these viable approaches.

I have seen companies confirming the employees before due dates, if it is demanded by the scenario. There is nothing wrong, if management may want to continue with this mistake.

Even though, the HR may have to provide some justifications to the management (Not to the employee), indicating acceptance of the mistake.

Best Regards,


Dear Amod
I respect your views. I have not provided the draft but only suggested an addition to the draft provided by another learned member. However I read the post of the queriest again in the ligtht of your above reply. I observe that he did not ask as to how to withdraw the confirmation letter but sought to know as to what would happen if the confirmation letter was issued prematurely.I regret having been carried away by that impression.Therefore, the solutions suggested by all the members are valid in their own right.. It is for the queriest to follow the one that suits him.Thanks for the response.
HR & Labour Law advisor

Mistakes are bound to happen in work places. Do not worry. Issue another communication indicating that the confirmation order was inadvertantly issued and the same is not to be considered. Get it duly received with date by the concerned employee and keep in records.

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