How do I negotiate so that bond amount could be reduced - resigned due to health issues? - CiteHR
Aniket Pathak
Sr. Executive Hr

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Hi folks, recently I resigned from an IT company due to health issues. Currently i am unemployed and the bond amount they are asking for is greater than 1 lac. How do I negotiate so that it could be reduced because it is a huge amount for me. One more thing my notice period was reduced to 7 days and I was on leave for the complete notice period but was present on LWD could this be a problem ?
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Hi Anonymous,
Here the Management has reduced your notice period, though it might be at your request or their concern (you have not mentioned on it).
If they have reduced it and are asking notice pay it might be too much (and ambitious intention of the Management) for you, as you were unwell and now forced to pay bond amount.
I think you can put up an official email or letter to them seeking to review the decision on bond amount.
Certainly the Management can understand your concern and reduce the notice pay simultaneously as they did with your notice period.
Hi Venkata,
No it's not the notice pay amount. Before joining i signed a bond of serving the company for minimum of 1.5 years and since i left before completing the term that is why they are asking for it.
I didn't requested them to reduce my notice period, it was done by the management itself.
Okay in that case they voluntarily reduced it, now you can request them to review the decision of bond amount.
You should have got the same cleared at the time of last working day to ensure you have a soft exit.But anyhow you can approach and get it reduced,provided they are convinced.
Dear anno,
Did they relieved you in writing. If yes then they let you out of the contract due to your ill health. In such a case whats the point of asking for bond amount then. Is bonded employment even legal. Anyways, you request them that this decision was taken by you due to inability and not intentionally therefore management should consider it on humanitarian grounds.
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