One of our employees resigned on August 1st, giving one month's notice. However, we accepted it with immediate effect. Are we liable to pay him salary until 30th August as he wanted to work, but we didn't allow him to.
From India, Thane
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1From India, Thane
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Dear Samita,
If an employee has served his one-month notice period and it has been approved by HR, then the salary has to be stopped. The salary for his one-month notice period will be given to him at the time of Full and Final Settlement.
In the case where an employee has to serve a two-month notice period, his/her first month's salary is processed, and the salary for the second month is given in the full and final settlement.
From India, Mumbai
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If an employee has served his one-month notice period and it has been approved by HR, then the salary has to be stopped. The salary for his one-month notice period will be given to him at the time of Full and Final Settlement.
In the case where an employee has to serve a two-month notice period, his/her first month's salary is processed, and the salary for the second month is given in the full and final settlement.
From India, Mumbai
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Sirkumar, sir, has posted rightly, but there is one way for you to consider: whether he has mentioned his intention to work for the complete notice period in his resignation letter. If not, then you may not need to.
Mangesh Wakodkar
Aurangabad
From India, Pune
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Mangesh Wakodkar
Aurangabad
From India, Pune
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Dear Samitha,
When an employee submits their resignation letter to complete their notice period, they must continue working until the notice period ends to be eligible for their notice period salary at the end of the month.
In some cases, most employees leave before completing their notice period. In such instances, they are only eligible for full and final settlement.
Regards,
Shankar
From India, Bangalore
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When an employee submits their resignation letter to complete their notice period, they must continue working until the notice period ends to be eligible for their notice period salary at the end of the month.
In some cases, most employees leave before completing their notice period. In such instances, they are only eligible for full and final settlement.
Regards,
Shankar
From India, Bangalore
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If the employee resigned and requested immediate relief, then probably he was stopped from work on August 1st itself. No work, no pay. However, without relieving him, if he continues to work until the last day, he is entitled to pay upon the expiry of one month or even beyond.
-Kumar S.
From India, Bangalore
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-Kumar S.
From India, Bangalore
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Dear, If your employee wants to work for complete notice period but you don’t want the same then you have to pay him one month salary or the period in advance. Rajbir
From India, Coimbatore
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From India, Coimbatore
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Actually, from the legal perspective, the employee must be paid the full salary for the notice period he is willing to serve, unless provided otherwise by the appointment letter (many appointment letters are very well-crafted, giving the company the right to relieve him immediately). So, you need to have a look at your appointment letter for that.
However, from a humanitarian point of view, and considering future relationships (you do not know if he will join your client, for example), it makes sense not to withhold part of his salary. It's a decision you need to make on that part also.
From India, Mumbai
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However, from a humanitarian point of view, and considering future relationships (you do not know if he will join your client, for example), it makes sense not to withhold part of his salary. It's a decision you need to make on that part also.
From India, Mumbai
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Releasing an employee before the date specified in his letter of resignation will be treated as termination of contract for which he should be entitled to notice-pay.
From India, Delhi
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From India, Delhi
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In this situation, if the employee is already in the warning period and decides to resign and is willing to serve the notice period, but takes leaves during the notice period, the company makes the decision to relieve him from work before the notice period ends. Now, whether the company is required to provide payment including the notice period or only until the last working day of the employee is a question.
Regards,
SeemaK
From India, Mumbai
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Regards,
SeemaK
From India, Mumbai
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A lot of companies try to save money by accepting the resignation letter with immediate effect! But this is not a correct thing to do - both legally and professionally.
If the employee has given notice as per the required terms of the appointment letter, then he must be allowed to complete his notice period. If the company accepts the resignation with immediate effect, it means that the company has terminated him before his contract was over and hence must pay him in lieu of the notice period that the company was required to give. So either way, the company has to pay the employee for the notice period.
From India, Delhi
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If the employee has given notice as per the required terms of the appointment letter, then he must be allowed to complete his notice period. If the company accepts the resignation with immediate effect, it means that the company has terminated him before his contract was over and hence must pay him in lieu of the notice period that the company was required to give. So either way, the company has to pay the employee for the notice period.
From India, Delhi
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