Stuck in a Notice Period Dilemma: How Should I Handle My Manager's Last-Minute Change?

I am working in my present company for the last 1.8 years. My contract with the company has already ended. Now I am switching to another company. In my contract, my notice period is 90 days. However, as my contract is already over, I provided a notice period of 30 days. I have already informed my manager, and he has verbally confirmed it. Just 10 days before my departure, my manager provided an official acceptance with a 60-day notice period. So, what should I do?

Both you and management are equally responsible for the problem. When your contract officially ended, you should have asked for an official extension letter. Now, both of you have differing interpretations of the notice period. The company is in a better position to dominate and ask for a longer notice period (at least what was given in the contract). I suggest you go and negotiate with the company and try for an amicable exit.

What do you mean by 'My contract with the company has already ended'? Are you under a contract (fixed-term contract) employment? If so, the question of a notice period does not arise. On the other hand, if you are on regular employment and your terms of appointment specify a 90-day notice for resignation, you are bound by it, as this is part of the conditions of service.

Did you have a written contract when you first joined? What does it say about exit/cessation? Everything was in a grey area, and now finally you are forced to run around. As said, speak to management and gently persuade them to mutually clear the exit.

Hello, Babu Alexander. If my contract has ended, I still need to provide 90 days' notice. Please tell me the difference between a fixed-term contract and regular employment.

Thank you.

Fixed-term contract vs. regular employment contract

A fixed-term contract is for a specific period mentioned in the appointment order, and the employee ceases to be a workman at the close of the working hours specified in the appointment order, which is the last day of working allowed in the appointment order.

On the other hand, a regular employment contract is a standard appointment order with a specific clause for a notice period or in lieu of notice for both parties to terminate the contract.

I am unable to comprehend your statement that "My contract has ended." If so, on what agreement or understanding was the contract given to you?

You can also file a complaint with the labor officer that you have completed 240 days and claim all statutory benefits and all other entitlements. The company will relieve you immediately.

Hi,

Going by your message, it seems that you had entered into a time-bound contract wherein a fixed "from" and "to" dates clause is on the paper and duly signed. Once the said period is over, your contract also ends with no necessity for any notice to be provided, as you had successfully completed the period stipulated. If there is anything more to the employment letter, please do provide the details. Not sure as to why you had given them notice of 30 days.

Thanks and Regards

Employment Bond and Notice Period

In some companies, there is an Employment Bond (or a Contract) for one or two years. If the Bond is broken, any applicable penalty will be enforced.

On completion of the Bond period, if you wish to leave the company as part of the normal course of business, there will be a notice period that you must adhere to.

As all our knowledgeable people have mentioned, if it is a contract for a specific period, then there can't be a notice pay period. However, a notice period may also be required if you decide to leave the company before the contract period ends.

Therefore, in that scenario, the notice period would only apply if you intend to leave the company before the contract period is completed.