How to Handle an Employee's Relieving Letter Request Amid Parental Pressure and Legal Concerns?

Hi, An employee has been emailing me, and even his parents have started calling for the relieving letter. He resigned on 12th May and worked until the 10th; however, he is yet to complete the exit formalities, i.e., the undertaking has been mailed to him, but he hasn't signed it. He needs the relieving letter by the 24th as he intends to join a new company. I require legal advice or a format to email him to prevent his parents from calling and to cease his emails.

Note: I have already emailed him to send a signed copy of the undertaking, but due to the weekend, there has been a delay in receiving it.

He was on unpaid leave from the 1st to the 7th, worked on the 8th, 9th, Sunday the 10th, and resigned on the 12th. Therefore, should the relieving date be the 10th or the 12th? Do we need to pay for the 3 days of work?

There was no notice period as no appointment letter was issued. He mentioned in the letter that he suggests reducing his last month's salary appropriately to account for a thirty-day notice period. This is merely a suggestion to expedite the issuance of the release/experience certificate.

PS: Last month's salary has already been paid in full.

Resignation and Relieving Process

You cannot accept the resignation and relieve retrospectively. He resigned on the 12th, and presumably, you received it on the same day as well. Therefore, you shall relieve him with effect from the 12th.

Salary and Exit Formalities

Regarding salary, you have his salary for the 8th-10th, which is due and payable to him upon completion of the exit formalities. You can further send a clear communication that his relieving on the 24th would depend on the completion of exit formalities until then and to stop bringing external pressure by way of uncalled-for phone calls.