Dear Seniors,
I request all seniors to kindly provide valuable clarification on the following: One of our employees was recently terminated due to poor performance in his job. Now, he is requesting to issue him an Experience Certificate and a Relieving Letter.
Issuing him an Experience Certificate seems okay. However, I am a bit confused about issuing a relieving letter to him. My doubt is, can he be given a relieving letter since he's been terminated from his services? Please clarify. Your suggestions are highly appreciated.
Thanks & Regards,
Ambersaleem
From India, Hyderabad
10I request all seniors to kindly provide valuable clarification on the following: One of our employees was recently terminated due to poor performance in his job. Now, he is requesting to issue him an Experience Certificate and a Relieving Letter.
Issuing him an Experience Certificate seems okay. However, I am a bit confused about issuing a relieving letter to him. My doubt is, can he be given a relieving letter since he's been terminated from his services? Please clarify. Your suggestions are highly appreciated.
Thanks & Regards,
Ambersaleem
From India, Hyderabad
Yes he definately deserves an Experience certificate and a Relieving Letter if he has served your co. for more than six months.:icon13:
From India
From India
Dear Ms. Minakshi,
Thank you so much for your kind immediate reply. Still, the impression I have about the relieving letter is that it can be issued ONLY to those employees who voluntarily resign from their job.
Since, in the relieving letter, we mention a phrase, viz., "With reference to your resignation letter dated xx/xx/xxxx and subsequent discussions, we are herewith relieving you from all your duties and responsibilities with the closing hours of xx/xx/xxxx...."
Also, if an employee is terminated from his job, will it be appropriate to issue a relieving letter mentioning that "since you have been terminated from your job, you are herewith relieved from your duties and responsibilities with effect from.... / immediate effect"!
Hope you got my point and doubt. Please clarify. Eagerly await your reply.
Thanks & Regards
From India, Hyderabad
Thank you so much for your kind immediate reply. Still, the impression I have about the relieving letter is that it can be issued ONLY to those employees who voluntarily resign from their job.
Since, in the relieving letter, we mention a phrase, viz., "With reference to your resignation letter dated xx/xx/xxxx and subsequent discussions, we are herewith relieving you from all your duties and responsibilities with the closing hours of xx/xx/xxxx...."
Also, if an employee is terminated from his job, will it be appropriate to issue a relieving letter mentioning that "since you have been terminated from your job, you are herewith relieved from your duties and responsibilities with effect from.... / immediate effect"!
Hope you got my point and doubt. Please clarify. Eagerly await your reply.
Thanks & Regards
From India, Hyderabad
Dear [ambersaleem](http://citehr.com) <link updated to site home> ( [Search On Cite](https://www.citehr.com/results.php?q=ambersaleem) | [Search On Google](https://www.google.com/search?q=ambersaleem) ) ,
You got it right! When an employee is terminated from his duties, he cannot be issued a letter saying that we accept his resignation. In fact, the wording would be the same as you have used - "since you have been terminated from your job, you are herewith relieved from your duties and responsibilities with effect from...". If the employee denies accepting such a letter, then you need not worry and can file that letter in your docs for future reference. I hope this helps you..
Take care
From India, Delhi
You got it right! When an employee is terminated from his duties, he cannot be issued a letter saying that we accept his resignation. In fact, the wording would be the same as you have used - "since you have been terminated from your job, you are herewith relieved from your duties and responsibilities with effect from...". If the employee denies accepting such a letter, then you need not worry and can file that letter in your docs for future reference. I hope this helps you..
Take care
From India, Delhi
He can be given a resignation acceptance instead of a relieving letter. If he still insists, issue him a relieving letter clearly mentioning that he has been terminated from service for whatever reasons. Ensure that the termination process was followed in this case to avoid any potential problems.
From India, Madras
From India, Madras
Dear,
It is not good to mention "termination" in a relieving letter. Instead, you can provide a letter stating that the individual worked in our organization from this date to that date in a specific designation. The individual has been relieved from the company on a particular date, and there are outstanding dues against him. Both purposes will be fulfilled.
Thank you,
J. S. Malik
From India, Delhi
It is not good to mention "termination" in a relieving letter. Instead, you can provide a letter stating that the individual worked in our organization from this date to that date in a specific designation. The individual has been relieved from the company on a particular date, and there are outstanding dues against him. Both purposes will be fulfilled.
Thank you,
J. S. Malik
From India, Delhi
Hi all,
Everyone has a different view on this. We should consider the reason for termination here. The person was not terminated due to any disciplinary action, nor was he absconding from the job. It was a performance issue, and that is why the organization decided to manage his exit.
My view is that he/she should receive proper relieving and work experience letters, stating that you have accepted his/her resignation. It would hardly matter if he/she joins a different organization, so why not issue him a letter? Maybe he finds a profile where he is not a non-performer.
The basic reason for withholding the relieving letter in any organization is to prevent the employee (who has left the organization for the wrong reasons) from applying or working elsewhere. This reason doesn't hold true in this situation. So, it is better to help him in his career.
Everyone has a different view on this. We should consider the reason for termination here. The person was not terminated due to any disciplinary action, nor was he absconding from the job. It was a performance issue, and that is why the organization decided to manage his exit.
My view is that he/she should receive proper relieving and work experience letters, stating that you have accepted his/her resignation. It would hardly matter if he/she joins a different organization, so why not issue him a letter? Maybe he finds a profile where he is not a non-performer.
The basic reason for withholding the relieving letter in any organization is to prevent the employee (who has left the organization for the wrong reasons) from applying or working elsewhere. This reason doesn't hold true in this situation. So, it is better to help him in his career.
Dear Ambersaleem,
The relieving letter states that the "Employee has been removed from the company roles and reminds of the enforcement of NCA and NDA, aftermath the separation". This is a requirement for all employees who leave the company.
In the experience letter, you can be neutral about his tenure while describing his time in the organization instead of a negative note. This can affect his future.
Regards,
Shiv
From India, Bangalore
The relieving letter states that the "Employee has been removed from the company roles and reminds of the enforcement of NCA and NDA, aftermath the separation". This is a requirement for all employees who leave the company.
In the experience letter, you can be neutral about his tenure while describing his time in the organization instead of a negative note. This can affect his future.
Regards,
Shiv
From India, Bangalore
Dear Amber,
First of all, do not use the term "Termination." An employer cannot terminate an employee just like that; it's a long-term process. If the employee moves to labor court, you will be in trouble, and you cannot justify yourself. However, giving a relieving order does not affect you in any manner. You have sent him out, saying that he is a non-performer, then what's the point in not relieving him from his duties?
Regards,
Dinesh-9962359250
From India, Madras
First of all, do not use the term "Termination." An employer cannot terminate an employee just like that; it's a long-term process. If the employee moves to labor court, you will be in trouble, and you cannot justify yourself. However, giving a relieving order does not affect you in any manner. You have sent him out, saying that he is a non-performer, then what's the point in not relieving him from his duties?
Regards,
Dinesh-9962359250
From India, Madras
Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.