Stuck Without a Relieving Letter: How to Resolve HR Misunderstandings and Move Forward?

Hello HRs, I have been working at Accenture for 2 years. In March, I was given a PIP by the previous project HR, and subsequently, after a month, i.e., April, I was given an exit. During the time of the PIP, I was on the bench.

Now, after April, i.e., when I was given the exit from Accenture, I was getting automatic emails that I was not reporting to work because the bench HR thought I had absconded. Accenture now thinks I had absconded and is not giving me my relieving letter because they believe the salary of March is LOP.

I had contacted the HR who gave me the PIP, and she keeps saying that she will get it fixed. However, it has been 6 months now, and due to the lack of a relieving letter, I am unable to secure a new job.

Please advise me on what steps I should take in this situation.

In April, you were given an exit. This exit was given by whom? Do you have proof of it? If you received an email stating that you would be absent, why didn't you reach out to HR by sending emails or personally visiting the office? You should clarify that you have not abandoned your employment but were given an exit. The term "absconding" is different; I don't believe reputable companies would use such language. "Absconding" is typically used in reference to a criminal eluding law enforcement. If HR has used that term, consider filing a complaint and explaining that you are still available and have not absconded!

Dear member,

This is a case of the left hand not knowing what the right hand is doing! Whether big or small, this happens in many companies.

Why did you wait for six months to get the relieving letter? I wish you had approached this forum sooner when you started receiving the automated emails.

Once you exit the company, you can write a letter to the Head of HR. Rather than sending an email, send a hard copy by Speed Post. I recommend this option, as you need to have material evidence of your communication with the authorities of your ex-company. In the letter, write the events in chronological order. Divide the letter into multiple paragraphs, and in the last paragraph, state what you wish the other party to do.

Wait for a fortnight or so. If you do not receive any response from the Head of HR, then you may send the letter to the MD of the company.

Thanks,

Dinesh Divekar

I was given the exit by PIP HR. I have the "Acceptance of Resignation" email which stated my last working day was on 5th April 2024. From the 5th to the 12th of April, I received emails from the automatic mailer stating that I was not reporting to work and that I needed to connect with my HR within 5 days, with the Bench HR's email in CC. I received multiple emails from the mailer during this period. On the 12th of April, I sent an email to the Bench HR stating that I had been given an exit on the 5th of April 2024 by the PIP HR and mentioned her name in the email. However, the Bench HR did not update their records, and the system proceeded to give me an "Absconded Exit." I hope the story is clear now.

The story was otherwise clear. But the question is, why didn't you escalate the matter with IR HR? You have PIP HR to take care of employees under the performance improvement plan, Bench HR to take care of those sitting idle on the bench, and Project HR to take care of people actively involved in projects, but you don't have an HR to take care of industrial relations? Who is the real manager who takes care of the human resource manager? Who takes care of the personnel functions? You should escalate the matter to him. These PIP HR or Bench HR are only clerks designated as HR Managers; they work like a machine or computer. If you want to change the reason for leaving from resignation to abandoning, you should take a personal interest. For that, you should personally visit the office and talk to the concerned persons.

The easy solution is to lodge a case against the person who holds your salary and relieving letter. The story won't help; send a lawyer's notice without further delay.