Relieving letter

that depends on the rules of the current company there is no law that govern this issue. Now days many companies do not insisit upon relieving letter and the Current company HR would be best to guide on this .

Thanks Sanjeev , i will consult my HR on this.

who will give the relieving letter to whom  in what period of time

Mr. Sanjeev has given advice.

Employee should settle all issues during interview with prospective employer and must put up minutes in writing even if by email.

All companies are aware the practices of the trade and have solution for the deserving candidates.

Attrition is a reality.

hi Doab, i have informed my recruiter during interview and also I have sent the mail saying i will provide resignation acceptance mail in lieu of releiving letter. From my side they were informed.

It is prerogative of the company to conduct or not to conduct background verification. Some of the companies include background verification and its implications in appointment/offer letter. It is also prerogative of the company to ignore the comments of previous employer or ask explanation from employee and declare it sufficient to keep the employee in employment.

The documents you have supplied to your new employer can suffice to be as good as relieving letter.

The rapport you build with your line management, HR shall defend you in your new company.

You are liable to pay notice pay towards shortfall in notice period to your previous employer as per agreed terms in your appointment letter. The previous employer may adjust notice pay in FNF statement or demand it from you before FNF settlement or you can ask the employer to adjust in FNF statement. You may settle this issue with your previous employer as deemed fit.

If there was any clause in your appointment letter restricting employee to work with company "y" and accepted by employee company can include such declaration in relieving letter or proceed against employee however it is difficult to enforce in case of a well informed and properly advised employee. You shall need expert guidance of a competent and experienced lawyer/law firm in such a case.

If the company was not getting enough business and firing i.e. terminating the employees and you can establish it, it shall be in your favor.

If you are properly qualified and experienced and competent then you may look for employment with the very best employer in trade with good HR practices and avoid run of the mill/unscrupulous employers.