Hello hammerfall,
Anurag Jain is right.
Going by the facts of the case you mentioned, you have 2 options:
1] You haven't mentioned your job role/designation. But, in general, you know that the Notice Period is meant mainly for transferring the knowledge & other responsibilities as well as to identify a replacement, though of late it's also being used to hold-back employees.
In view of this aspect, check out for yourself how much of ACTUAL time you would need to handle this handing-over task & use this info when you discuss with the HR--if not the full period, quite often it enables to get the Notice Period reduced drastically.
2] Talk to the New Employer where you are now moving--request them for more time [AS MUCH AS you can].
By this, you are trying to achieve a trade-off between what's practically possible with both the companies--& reaching for a mid-way cut-off date.
I don't think there's any point in going the legal way in such scenarios [if you attempt to speak in that language, you will only end-up a hardened stand from the HR guy]--however eager/much you want to go in that direction. You will only end-up ruining your chances for a future Reference.
All the Best.
Rgds,
TS
Anurag Jain is right.
Going by the facts of the case you mentioned, you have 2 options:
1] You haven't mentioned your job role/designation. But, in general, you know that the Notice Period is meant mainly for transferring the knowledge & other responsibilities as well as to identify a replacement, though of late it's also being used to hold-back employees.
In view of this aspect, check out for yourself how much of ACTUAL time you would need to handle this handing-over task & use this info when you discuss with the HR--if not the full period, quite often it enables to get the Notice Period reduced drastically.
2] Talk to the New Employer where you are now moving--request them for more time [AS MUCH AS you can].
By this, you are trying to achieve a trade-off between what's practically possible with both the companies--& reaching for a mid-way cut-off date.
I don't think there's any point in going the legal way in such scenarios [if you attempt to speak in that language, you will only end-up a hardened stand from the HR guy]--however eager/much you want to go in that direction. You will only end-up ruining your chances for a future Reference.
All the Best.
Rgds,
TS