Most important points to be considered while fixing the notice period in lieu of salary for employees to resign - CiteHR
Cite.Co is a repository of information created by your industry peers and experienced seniors sharing their experience and insights.
Join Us and help by adding your inputs. Contributions From Other Members Follow Below...
Of course the right of an Employee to resign is inalienable and no one can be forced to continue to work beyond a reasonable period. But what is a reasonable period is the moot question.

From the Employer’s angle:

1. A reasonable time to find a suitable replacement for the resigning employee - in any case normally not beyond three months.

2. Employer may also take note of the advertisement charges, fees for the placement agency and cost burden for overtime resulting from the resignation of the employee.

3. The indispensability to the operation of any activity due to the niche position held by the employee by virtue of his talent, qualification, learning or experience.

From the Employee’s angle:

1. The Notice Period to be reasonable in order to enable the Employee to relocate himself either to a new job elsewhere or to settle himself otherwise.

2. The salary in lieu should not be an unreasonable burden on the Employee.

3. One month notice by the employee as per the existing rule may be considered very reasonable.

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™