Right Notice Period After The Resignation

THE GREAT RESIGNATION, a global phenomenon, has also affected India, where many people have chosen to leave their jobs in large numbers. It has ignited debate, with attention paid to its underlying causes.

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However, in the Indian market, a crucial factor remains largely unaddressed - the disconnect between human resource policies and the expectations of both employees and employers. At the core of this dissonance lies the question: What is a reasonable resignation-to-exit notice period? More importantly, does the traditional forced stay between 30 to 180 days serve a meaningful purpose, or is it merely an expression of corporate muscle? Long notice periods (ranging from one to six months) are sought in the employment contract (particularly in IT/ITES and services sectors) from the employer's side to ensure seamless transitions and knowledge transfer. Yet, in an era where top talent is more mobile than ever, many question whether such policies are outmoded and counterproductive.

Once an employee has mentally moved on, compelling them to stay often leads to disengagement, subpar performance, and even the risk of poisoning team morale. Could a more expedited exit benefit both parties? There's an argument that immediately relieving an employee who has resigned or reducing the long notice period to a more reasonable one month could stimulate companies to adopt better succession planning. When organisations know they can't rely on drawn-out notice periods as a stopgap, they will focus on talent pipelines, leadership development, and real-time knowledge-sharing processes, ensuring smoother transitions.

If examined closely, most often, the style of enforcing lengthy notice periods often appears to be more about control rather than practicality.