Navigating Onboarding Dates and Maternity Leave: What HR Needs to Know About Legal Implications

Hi HRs,

Could some of you shed light on the following two queries:

When a resource is joining the company, a resignation acceptance letter is submitted. It clearly states that on 15th May 2009, he/she is relieved from the previous company. However, it also mentions that after the full and final settlement, recovery of dues, and leave, the final date would be 30th May. Can a different company onboard him on 16th or any date before 30th May? Or should another company onboard him only after 30th May? Are there any legal implications?

How many times can women take maternity leave as per the law in companies?

Regards,

Dear Manasa,

Please review the date written on the resignation letter to ensure it is valid and approved by his/her superior. However, the date mentioned in the Resignation Letter is not valid.

The date mentioned in the Relieving letter is valid. If it states that any employee can be relieved on 16th May, then the employee can be relieved on that day itself. The only remaining requirement is for the employee to come in for one full day to complete his/her full and final settlement.

Full and final settlement can be completed even after the employee leaves the company. Another company can onboard the employee even if the full and final settlement has not been finalized.

There should not be any legal complications as long as the employee pays the dues to the previous company.

I am also attaching a Relieving Letter format as requested by my friend.

Regards,
Ankit
09869851356
ankitchtrvd@gmail.com