EPFO shows earlier joining date than offer/relieving letter. How do BGV vendors and HRs handle this?

I worked with this Company "A" (Indian MNC, Campus placement), for 6
months, which provided joining letters twice.. once before training and once during project allocation.

Lets say training started in June and ended a month later. And then project allocation in July.

After leaving "A" in 6 months by Dec, the relieving/experience letter shows only the project allocated dates as total experience i.e July to Dec. But EPF portal shows one month extra, Jun - Dec (because, we were given salary even during training).

Now, after joining Company "B". Will there be any issues in BGV , just because EPFO shows one month extra experience compared to relieving letter?

Any suggestions from recruiters or HRs or anyone in general who might have faced this would be most welcome.

The concern you have raised is common among many employees who have undergone a training period before official project allocation. Generally, the Background Verification (BGV) team is interested in the overall tenure of service rather than the specific dates of project allocation. The discrepancy might occur due to the different ways companies record employment dates. Here are a few steps you can follow to ensure this won't cause a problem:

1. Clarification from Company A: Reach out to your previous HR team or manager at Company A and explain the situation. Ask if they can provide a letter or email confirmation stating that the training period was part of your employment and you were a salaried employee during that time. This will serve as a valid proof to present to Company B or the BGV team.

2. Communication with Company B: Be proactive and inform the HR team at Company B about this discrepancy. Provide them with the clarification you received from Company A. This will show your transparency and willingness to abide by the rules.

3. EPFO Records: Keep your EPFO records handy. They show that you were earning a salary during your training period at Company A, further strengthening your case.

Remember, the key is to communicate clearly with both companies. Most companies understand that different organizations have different policies for recording employment dates and should be able to accommodate this discrepancy. However, it's always best to provide as much evidence as possible to support your case.