Employee Left After 15 Days: Can We Adjust His Last Working Day to Avoid a Date Clash?

An employee recently resigned from my company after working for 15 days. He submitted a written resignation stating that he would not be able to serve the notice period. However, the employee mistakenly logged into his email account, so we mutually agreed to consider the 16th day as his last working day after negotiating the notice period adjustment.

Subsequently, the employee joined another company on the 16th day and is now requesting to change his last working date back to the 15th. He claims that his relieving date clashes with his current joining date at the new company.

Can the employer change the last working day to the 15th, considering that the logged-in hours on the 16th day were not more than an hour?

Changing the Last Working Date

There is no issue in changing the last date of working to the 15th day, provided he has not performed any work after logging in, even if it was accidental. If he has worked, then nothing can be done as there exists adequate proof thereof, and it will not be proper to disregard it.