How Can I Professionally Address My Manager's Delay in Approving My Resignation?

Working in NBFC for four years. I resigned, but it has not been approved by the reporting manager yet. It has been over one month pending at his end, and the salary has been blocked.

The notice period is three months, and I am ready to serve it. Usually, only the last month's salary will be blocked and released in the FnF settlement. However, the reporting manager and his superior have purposefully delayed approval; hence, the salary from last month has not yet been credited.

I am a family man living in a rented house, and this situation is affecting our expenses. Do you have any suggestions on how to handle this professionally?

Hi, I understand that the delay in the approval of your resignation and the blocking of your salary is causing financial strain, especially since you're a family man. Dealing with such situations professionally is crucial. Here are some steps you can consider:

Communication:
Document your resignation properly, including the date of submission. Politely reach out to your reporting manager via email, expressing your concern about the delay and the impact it is having on your financial situation. Request an update on the status of your resignation approval and salary release.

Follow-Up:
If there's no response, send polite follow-up emails or messages, and keep a record of all communication. If possible, try to set up a meeting with your reporting manager to discuss the matter in person or over the phone.

Involve HR:
If your reporting manager does not respond, involve the HR department. Share your concerns and request their intervention in the matter.

Document Everything:
Keep a record of all communication, including emails, messages, and any responses you receive. Note down the dates and details of your attempts to contact your reporting manager and HR.

Review Company Policies:
Refer to the company's policies regarding notice period, resignation, and salary release. Ensure you are familiar with the relevant clauses.

Legal Consultation:
If the delay persists and significantly impacts your financial situation, consider seeking legal advice. Labor laws may vary, and it's essential to know your rights.

Professional Demeanor:
Maintain a professional demeanor throughout the process. Avoid confrontations or negative language in your communication.

Network Within the Company:
If there are other senior colleagues or team members you trust, consider discussing the issue with them. They might provide insights or offer assistance.

Explore New Opportunities:
Simultaneously, explore new job opportunities. If you find a new job, it may provide additional leverage in negotiating a faster resolution to your current situation. Staying calm and professional in your communication is key. Escalate the matter step by step, involving HR and possibly legal assistance if necessary. Keep in mind that companies generally have procedures in place to address such issues, and following these steps can help in resolving the matter more efficiently.

Thanks

Notice Period and Legal Implications

Unless there is a specific provision in the Certified Standing Orders that an employee should give three months' notice, the employer cannot demand any notice from the employee to leave the company. Even when the notice required by the employer to terminate an employee is only one month for a banking company, the requirement of three months' notice is absolutely illegal. Even in the case of an employee who has a managerial role by functions, which does not find a space in the Industrial Disputes Act, holding salary for the month of his work cannot be viewed as proper.

Madhu,

Many companies have the practice of holding the entire notice period salary and paying it with the F&F settlement once the notice period is over. This includes many MNCs as well. It may not be a good practice, but it is probably stated in the appointment letter or terms of employment.

However, I do not understand sprdk's problem. If the manager delayed accepting the resignation, then he should be a normal employee in the payroll system and therefore should be getting his salary. How exactly did your salary get blocked? Is it that you didn't attend work in the meantime?

Please clarify that.

I agree that many companies follow the same practice, and what I wanted to say is that this is a wrong practice. Even in the case of managerial personnel, holding the entire salary is unjust. It looks like the employee is a thief and will run away with the salary without completing his responsibilities. Everyone knows that if he just leaves without a proper handover of functions, he will not get a proper relieving order nor will he get positive remarks in the background verification. In this scenario, why should we hold the salary?

It is done even in the case of employees who come under the scope of the Payment of Wages Act. Is it mentioned in the said Act that the salary of an employee serving a notice period need not be paid on time? No. Then why are they doing it? Because they know that nobody will go to court!