How Should I Proceed When My Payroll Company HR Ignores My Resignation Email?

I am working as a contractor in a software company under the payroll of another company. On July 31, 2014, I sent a resignation email to the HR of my payroll company (Consulting Firm) and mentioned my last day of work as August 30, 2014, giving a 30-day notice as per the company policies. I still haven't received any acceptance email from my payroll company, but I need to submit at least my resignation email to my next employer. Please suggest what I need to do now as already 12 days have passed in my notice period.

But my payroll company is in Bangalore, and I am working at the client location in Chennai. I need to join a new company on 1 September 2014. I am unable to go directly to my payroll company now. Kindly suggest another way to resolve this issue.

Have you called via telephone to confirm that they received the letter or not? As mentioned previously, I would make a copy of the signed letter and resend it (certified mail if possible - in the US, you can send a certified letter requiring a signature of the person who received the mail. Then, the postal service sends you a reply stating someone has signed/received it).

Kind regards,
Brett

Nowadays, most software companies operate professionally. No management would like to spoil the career of any individual. If there are no specific issues in your case, as suggested by Aeon Career, visit them personally, explain your position, and get relieved in a professional way. Bangalore is hardly a 5-hour bus/train journey from Chennai. Best of luck.

Regards,

Please send your resignation as a registered letter to the HR in question. Mention the last date of working in the letter and include a clause stating that if no response is received within 5 working days from receiving the letter, it would stand as a release document as well. Save a copy of that letter for your records. Attach the email and the receipt of the registered letter as proof of your release when you apply for a job with your next employer.

Offer every support for knowledge transfer and take the handover in writing from the people to whom you are reporting in the current location. Maintain all the copies of clearance forms filled and submitted to the current reporting managers as proof of your release.

Many times, the HR team might want to ignore a resignation letter to claim the attrition as absconded. Please leave no stone unturned.

Wish you all the best!

As you have already informed me that you have sent your resignation letter and completed the process from your end, if they do not complete their part of the work, you need not worry about that. I suggest sending another email to your VP, HR, and the Labour Commissioner. After that, you can consider taking legal action. However, before proceeding, carefully review the clauses mentioned in your appointment letter.

Please let me know if you need any assistance or further guidance.

Best regards.

Apart from what the above members have replied, I would suggest you ask for your replacement to provide a proper handover. This will ensure that the new person joining your place will not face any hardship. In case you do not receive a reply, send a gentle reminder stating your last working date and include a soft handover sheet as an enclosure. Lastly, request them to provide you with the full and final payment statement.

Further to what (Cite Contribution), Saji, and other members have suggested, your primary issue at this point in time seems to be "how to handle the new company?"

Since you need to forward your resignation email to them and you have already resigned, just forward that email to them. Are there any problems in doing that?

Addressing Issues in Your Present Company

It would have been better if you had followed up your line "Please suggest what I need to do now..." with details of what you did.

Have you tried calling the HR, as a member pointed out? Have you sent any reminder/follow-up emails, which would also give you a record of your follow-up if and when you need it? If yes, what was the response? If no, why not?

Have you informed your Reporting Manager, since you are at the client site?

Have you updated the client? If yes, what's the response/reaction? The client ought to be more worried than you or your HR. You can also seek the client's help to push for someone to be identified for knowledge transfer, since that particular activity will be in their interest.

If you can close the gaps in the inputs you provided, the members would be able to give more relevant, practical, and actionable suggestions.

All the best.

Regards,
TS