Can I Claim Salary for Days Worked After Resignation Due to Delayed Acceptance?

I provided a three-month notice period for resigning, but after the three months, my employer did not inform me about the acceptance of the resignation. I continued to come to the office as I was not informed on time. After 20 days, my employer accepted the resignation from the backdate. As a result, I worked for 20 days. I am seeking my salary for this period.

Please advise me under which rule of law I can claim my salary.

Thank you.

Every single day you have worked for your company will be paid to you.

Resignation and Acceptance

Second, if you resigned from your post at your discretion, then you should have checked with your HR department or boss about its acceptance, but you didn't and continued to work for more than 20 days. Why?

Biometric Attendance System

Does your company have a biometric attendance system?

We understand that you want your salary, but what are the issues? Your query is incomplete. Please share more information about the issues and the responses of your HR/boss regarding your salary.

Notice Period and Relieving Letter Issues

After serving a three-month notice period, you should have reminded your employer two months after submitting your resignation letter or at least one day before the end of the notice period. You should have obtained confirmation from the employer that you would be relieved at the end of the working hours on the last day of the notice period, which I believe you did not do.

Even after giving a 90-day notice, you worked for 20 days without receiving a relieving letter from your employer. Conveniently, your employer issued a backdated relieving letter. This action by the employer is malicious.

You are entitled to 20 days' salary if you attended all working days and wish to pursue your claim through legal means.

Details Required for Legal Recourse

Before providing a solution, please provide the following details:

- Did your employer deny salary even after you made a written representation demanding payment for the 20 days? Is there any written reply or email from the employer to support your claim?
- Did you keep a record of your attendance for the extra 20 days worked after the 90-day notice period had expired?
- Did you accomplish any significant work with a definite outcome during the additional 20 days?
- What is the nature of the business at your establishment, and what was your designation or nature of work?
- Does your employment fall under the Payment of Wages Act?
- Any other relevant details?

Upon receiving the above information, you will be guided on seeking legal recourse.

Regards, Panchsen

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