Stuck in an Employment Bond: How Can I Navigate a 3-Month Notice Period?

I have executed a bond with the company and resigned from the organization. However, the last working day will be only after the completion of the bond period. The organization intends to keep me without releasing, and they asked me to serve a 3-month notice period. I have given a 45-day notice period.

Advice me

Dude,

Nothing to worry. If you have given a notice period, then it's enough. To be frank, these bonds are not very effective. No one will take any kind of action. When you finish your notice period, then without any hesitation, leave the company and join wherever you wish to. But stay in good touch with the company so that they won't create any issue in issuing you the relieving letter.

Thanks & Regards,
Anil Singh

I am facing the same problem. I have a 2-year commitment bond which I have served, but they are not relieving me until I serve the notice period of 2 months. I gave my resignation 4 months before my commitment period ended. Even though I'm willing to buy out the notice period, there is no such option available. Can I pursue legal action? Please help me, it's urgent.

Thanks in advance

We understand your concern, but there is no need to start multiple discussions which can create confusion for both the reader and you. https://www.citehr.com/419591-can-i-...d-legally.html

Understanding the Employment Bond

I would like to know more about the bond that you have signed with them. Also, please go through it once again and let me know the terms. Secondly, how can you agree to a one-sided commitment Employment Bond? I would like to hear your perspective on this as well.

Terms and Conditions of the Employment Bond

Lastly, if your employment bond terms and conditions allow you to leave after completing the bond with prior notice/information to your employer, they can't force you to stay longer or serve any notice period that is not outlined in your bond. If so, it is really important to understand the actual terms and conditions of your employment bond first. Please share more. https://www.citehr.com/46589-employm...vice-bond.html

I'm very glad to have your reply. I'll explain clearly about the bond now. Actually, at the time of joining, they requested me to sign a commitment bond for 2 years. Failing it, the company has the right to claim all the training expenses. When I asked about the training expenses, they clarified that only the company has the right to break the bond, not the employee.

Notice Period Policy

Our company has a policy of serving a 2-month notice period. So, they requested me to complete the commitment period and also serve a 2-month notice period (apart from the resignation) before leaving the company.

Well, if your employment terms require you to deliver a notice period of two months, you have to do so. There is nothing you need to do that is not according to the terms and conditions of the employment letter. However, I am still surprised how you agreed to a one-sided bond. As you said, "Employer deserves the right to breach the employment terms anytime," which can be dangerous, and one must not accept the same. I hope you will take care of this in the future and read the terms and conditions carefully while signing any employment letter.

I read your suggestions/comments; they were pretty good. I need a small help. I have drafted a one-year bond agreement for employees; however, I am not sure about 1-2 clauses. For instance, in case the employee doesn't complete one year, can we directly ask for reimbursement of the gross emolument paid to the employee? Or what kind of strict clauses (which are legally applicable too) can we include so that this agreement will bind the employees for one year?

Look forward to your valuable response.

Regards,
Aahit