I have worked at ABC company for 1.5 months, from 18th July to 10th September 2019. I left the job without giving the required 7 days' notice period; I just sent them a formal email, and ABC company paid the due amount. I then joined an MNC company, XYZ, as a fresher and was later transferred directly to another company, MNO. The time period for my employment at XYZ and MNO is from 30th September 2019 to the present.
However, when I attempted to join a new company, I was informed that the Date of Exit (DOE) for ABC company was not mentioned in the EPFO portal. I reached out to my former employer, and they provided the necessary date. There was no overlapping of jobs in my employment history. Despite my requests, ABC company is refusing to provide me with my experience or relieving letter. They stated in an official email that I am not eligible for these documents due to my involuntary/spot resignation.
Now, the new company is hesitant to hire me without the experience letter from ABC company, even though I possess experience letters from both XYZ and MNO companies. I am concerned if I will encounter this issue everywhere and if there is a process to remove the service history of ABC company from the EPFO portal.
From India, Kolkata
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However, when I attempted to join a new company, I was informed that the Date of Exit (DOE) for ABC company was not mentioned in the EPFO portal. I reached out to my former employer, and they provided the necessary date. There was no overlapping of jobs in my employment history. Despite my requests, ABC company is refusing to provide me with my experience or relieving letter. They stated in an official email that I am not eligible for these documents due to my involuntary/spot resignation.
Now, the new company is hesitant to hire me without the experience letter from ABC company, even though I possess experience letters from both XYZ and MNO companies. I am concerned if I will encounter this issue everywhere and if there is a process to remove the service history of ABC company from the EPFO portal.
From India, Kolkata
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Understanding EPFO Service Records and Relieving Letters
You cannot delete the service from the portal by yourself. Since your PF number was created by XYZ, the first company, and they contributed to PF, the same will remain in the portal forever. The EPFO is not responsible for granting you any service or relieving letter, but the Labour Department may help you to get it from the company. However, the officers in the Labour Department of all the states may not be as helpful as those in Kerala. If it were in Kerala, I would have helped you to get it.
If the Labour Officer, who is expected to be the point of contact for employees in industrial relation issues, refuses to interfere, you may have to show the service of 1 1/2 months as without service proof. A good HR person can understand the situation and ignore it with a remark against the service as "very short service, hence no relieving letter submitted." However, someone who does not handle it practically or does everything just to harass the employees can take it up as non-compliance. Ultimately, it depends on the attitude of the HR person.
From India, Kannur
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4526You cannot delete the service from the portal by yourself. Since your PF number was created by XYZ, the first company, and they contributed to PF, the same will remain in the portal forever. The EPFO is not responsible for granting you any service or relieving letter, but the Labour Department may help you to get it from the company. However, the officers in the Labour Department of all the states may not be as helpful as those in Kerala. If it were in Kerala, I would have helped you to get it.
If the Labour Officer, who is expected to be the point of contact for employees in industrial relation issues, refuses to interfere, you may have to show the service of 1 1/2 months as without service proof. A good HR person can understand the situation and ignore it with a remark against the service as "very short service, hence no relieving letter submitted." However, someone who does not handle it practically or does everything just to harass the employees can take it up as non-compliance. Ultimately, it depends on the attitude of the HR person.
From India, Kannur
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