Can I Leave Early and Still Get My Relieving Certificate After a 3-Month Notice Period?

I am working in a manufacturing company. I have resigned from the company on 7th Jan, indicating that my last day in the company will be 7th Feb. This means that I would be serving for only 1 month, and we have a notice period of 3 months. I don't want the relieving certificate on the last day; however, I would need it at the end of three months from resignation. Also, I have a leave balance of 2 months. Please let me know whether I can stop working on 7th Feb and receive a relieving certificate at the end of three months.

Awaiting your kind reply.

Regards,

The maximum decision depends on the terms and conditions of your employment. If the company allows you to leave after one month, they will definitely provide you with a relieving letter after 3 months, or they can pay you for the 2-month leave balance in your full and final settlement. In that case, you would still need to serve a three-month notice period.

My Recommendations:

1. If you wish to be relieved in one month, try to convince them; it may be possible.
2. Otherwise, you can serve the full 3-month notice period and encash your 2 months' leave.

I hope this helps! Let me know if you need any further assistance.

Best regards.

Submission of Resignation and Relieving Process

Hi Riskietech, submission of resignation with the desired relieving date and its acceptance is sufficient for a proper relieving process. Payment of the notice period amount or serving for an extended period depends upon the organization's decision. Other dues and adjustment amounts will be communicated by HR to ensure the employee's proper relieving. Change is inevitable for growth.

Best of luck in your future endeavors.

You are asking this forum what you should be asking your company. Whether you can leave in a month (against the notice period of 3 months) or get your relieving letter at the end of 3 months is expected and supposed to be discussed with your HR. The basis being your appointment letter and the clauses therein (like MS Ror mentioned) - have you done it? If yes, please mention the details. If no, why not?

Who Decides When an Employee Can Leave?

Let's get one thing right - who decides when an employee can leave the services? Is it the employee, the company, or both together, after mutual discussion? The reference again being the appointment letter, since that forms the basis for any discussion. Hope you get the point.

I suggest speaking to your HR and closing it, keeping both your and the company's interests in mind. All the best.

Regards,
TS