How Should HR Handle a Relieving Letter Request for an Employee Fired for Underperformance?

Hello friends, I need your advice on one of our employees who served for 6 to 7 months. However, during this period, he was not given any documents from the company.

Now he has been removed from the company on the grounds of underperformance. All his dues are clear, but management has informed us not to give a relieving letter or experience letter as he is not considered an employee of the company. However, his team leader wants to help him find a new job, which will require at least a letter of tenure of work.

I have been instructed to reject all his demands to issue any letter. As I am the HR manager, I have to deal with the issue from both sides. Please let me have some advice on what I can do in this matter.

Hi, After 7 months of work experience, how can he not be considered an employee of the company? Underperformance is a different criterion. If an employee has genuinely served the company, then you should issue a certification letter certifying the tenure, designation, and salary during their time with your company.

You may issue it as follows:

This is to certify that Mr. ________ was employed with us from _______ to _______. He held the position of _______ during separation and received a monthly salary of Rs. _______.