Feeling Stuck: Should I Ask for a Separation Package After Broken Promises?

Hi, I joined this company 6 months ago based on the promise from HR of an immediate onsite opportunity. However, I am still waiting for the onsite assignment. They also assured me of transport assistance as I travel 32km one way every day, which they have not provided. Now, due to a lack of resources and the client considering moving the project to another vendor, there is a possibility that the company may force me to resign. What should I do? Before joining this company, I had a better offer with higher pay which I turned down because my current company promised me onsite work for 4 months. Should I request a separation amount since they have not delivered what was promised? Also, the technology they hired me for is different from the one they are making me work on. Regards, Kiran Purohit

Probation and Separation Pay

Hope your appointment order contains a probation period, and you are on probation right now. If so, you cannot demand any separation pay but simply leave the company. If you do not leave, the company can easily terminate your service without providing any reason. On the other hand, if you are a confirmed employee and do not have any direct reports under you, then you can demand separation pay. This pay should not exceed one month's pay if your establishment has fewer than 100 employees. It can be up to three months' pay if your establishment has more than 100 employees.

Managerial Positions and Separation Pay

If your position involves managerial powers, you cannot demand any separation pay as a matter of right.

Risk in Job Decisions

One more thing I would like to share is that every decision involves an element of risk. This risk may come in the form of challenges in your new job, financial security in the new firm, or even job security. Your decision to leave your previous company and take up this current job also carried a risk, specifically regarding job security. When changing jobs, it is common to seek a significant increase in remuneration to mitigate this risk.

In some scenarios, imagine working in a private sector company and receiving an offer from a public sector organization with a lower salary. You might accept the new job due to the perceived financial and job security, even though the salary is less. The reduced risk of job loss could outweigh the salary decrease.