Kritarth Consulting
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Point-to-Ponder:--

What Should the Employer or HR Head, Do if one of their Employee, applies for the Withdrawal / Cancellation of her/his Resignation Request Letter filed by herself/ himself just Fifteen (15) Calendar Days, ago, without giving a Reason for Withdrawal?

As per the Terms of the Employment Contract, any Employee Can apply for and submit a "Resignation Request Letter", on receipt of Which, the Employer has to consider and take a Decision and Convey/ inform the said Employee concerned about the Employer's Decision;

Avid Readers and Professionals are Welcome to Share their Advises, Comments, Guidance, and Views, please;


Harsh Kumar Sharan, XLRI Alumnus
Kritarth Consulting Pvt Ltd;
Spl Educator PoSH Mandatory Programs;
Serving Member (External) on ICs PAN India;
Domestic Inquiry Specialist, Open For Engagement as Freelancer,
9560453 756
Blog:-- htteps://holistichr.blogpost.com
27th July 2022

From India, Delhi
PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Dinesh Divekar
Business Mentor, Consultant And Trainer
Kritarth Consulting
Posh Programs; Hr Management Consultants

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Dinesh Divekar
7556

Dear Mr Harsh Kumar Sharan,

Your question is "What Should the Employer or HR Head, Do if one of their Employee, applies for the Withdrawal / Cancellation of her/his Resignation Request Letter filed by herself/ himself just Fifteen (15) Calendar Days, ago, without giving a Reason for Withdrawal?"

Reply: - If the employee submits a letter on withdrawal of the letter of resignation, then HR Head can very well send a letter asking why does he/she wish to withdraw the letter? Nothing wrong with seeking clarification.

Whether a reason for the withdrawal of resignation is assigned or not, it is the discretion of the management to accept or turn down the request. However, while taking a decision, the HR Head has to check whether the management had accepted the resignation and communicated "Acceptance of Resignation". In a few companies, a date by which the letter of resignation can be withdrawn is clearly written. This brings clarity.

On paper whatever the administrative procedure may be, HR always looks at how far the resource is valuable, and whether the exit of the employee is regrettable or not. Whatever the policy on the submission of resignation or its withdrawal may be, the decision depends on HR's ability to arrange a matching replacement, uniqueness of work done etc.

Thanks,

Dinesh Divekar

From India, Bangalore

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