Early Termination Without Explanation: How Should You Professionally Respond?

Handling Early Termination Requests

If an employer requests your departure from the organization within three months of your start date without providing a valid explanation, it is essential to handle the situation professionally and seek clarity on the reasons behind such a decision.

Regards,

If you look at the appointment letter itself, generally, there will be a clause stating that the employer can terminate with or without any notice or reasons during the probation period. Additionally, vice versa.

This is in addition to what Kesavaprakash has said. The validity or invalidity of the reasons is your perception. Unless we hear the other side as well, how is it possible to give opinions?

Secondly, please elaborate on when you joined, what your designation is, the nature of your product or service, whether the company has its headquarters in India and you are working overseas, if you had any friction with anyone, what your deliverables were, whether you have done similar types of work before, and so on.

Thanks,

Dinesh V Divekar

What if the employer asks you to leave the organization within 3 months of joining without giving any valid reason?

I can understand that it's very difficult to accept termination without any valid reason conveyed. Apart from the professional aspect, on a humanitarian level, it's not fair to make such a decision without any form of advice or warning.

If you are confident in your job role regarding productivity and code of conduct, your performance should not be a cause for termination. Therefore, consider sending a polite request to the HR team to inquire about the reasons behind the decision. You have the right to do so because "we learn from our mistakes." Write an email to the HR department expressing your respect for their decision but also expressing your desire to understand the rationale behind it. This way, if there have been any errors on your part, you can rectify them for future career prospects.

If the HR team refuses to disclose the reasons, review your offer letter and study the terms and conditions. If necessary, take appropriate legal action.

I hope this advice helps you navigate this challenging situation.

An employer can terminate the services of any temporary employee without specifying any reason. There is no recourse on this matter, although in some cases, where something has happened which may be an offense under IPC or some other law, the employee may have cause to fight back.

Permanent Employee Termination

In the case where an employee is appointed permanently from day one, as in the case of most senior positions, the notice period is effective from day one. In those cases, the employer is liable to pay the notice period salary, and the employee can even file a case against the company for removing him/her without any reason and can claim damages for leaving the previous job and losing the new one.

Legal Implications of Unjust Termination

If an employee is terminated without giving any valid reason, the courts of law presume it to be an act of injustice, and later, even the company cannot explain or add reasons to justify their action. So, in some cases, termination without specifying the reason is a dangerous action for employers.

Therefore, in your case, unless full details are known, exact advice cannot be given.