- This topic has 13 replies, 6 voices, and was last updated 1 year, 2 months ago by
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CI submitted my resignation through my company’s internal portal, and it currently shows:
**”Your request is with your manager, waiting for his/her action.”**I also sent a formal resignation email to my reporting manager, but I haven’t received any acknowledgment or approval yet. My notice period ends on **15th May 2025**, and I’ve continued working as usual since the resignation submission.
My concern is:
* Can I legally leave the company on 15th May if the resignation still shows as “pending approval”?
* What are the implications for my final settlement, relieving letter, or background checks?
* How can I protect myself if management continues to ignore the request? -
VNAL As per my experience in IT dont worry you LWD is 15th May. The system will automatically approve your resignation 1 week before LWD if manager or HR dont approve it manually.
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RPlease maintain sufficient proofs of you having sent the email and uploaded it to your HR portal.
Your notice period commences from the date you informed your employer.
You can also send a follow-up email or via additional messaging systems – so you have additional proof. Please remember to mention that you have already submitted it on X date and it shows pending approval and that you have received no confirmation from their end over email or on the portal.
Didn’t you have a conversation with your manager informing them of your intent to resign?
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ROnce you put your resignation via email, just complete the last working days and leave.
It doesn’t matter if the manager or org accepts or not.Forward such notice and resign portal screenshot and email to personal email as part of proof in case of future
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FIf you have not taken any leaves after resigning, the last date (hope you have calculated it correctly vased on your offer letter)
If you have taken leaves, add a few days to the notice period accordingly.If this is a proper company and they have the proper HR tools, the resignation will get auto approved when 1-2 weeks are left of your notice period.
Try not to forward anything to your personal email during the notice period. Take pictures of the items instead.
Talk to your reporting manager to enquire about the next steps (do not burn bridges. Just ask them about this)
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SHR Professional here.
You have done well to send an email. 7 days before the LWD, I would suggest that you send an email to Manager keeping HR in CC stating that resignation is not yet approved and “requesting” that the needful be done. Also, request HR to intimate all exit formalities in advance.
If termination workflow is not approved on the day prior to LWD, send another reminder email. In this email, specify the clause of the appointment letter which states the notice period that is required to be served, state outright that this condition has been fulfilled. Hence, HR should give intimation of exit formalities.
On LwD, if workflow is still not approved, write the third reminder, repeat the points mentioned earlier. State that obligation to serve notice period is completed and hence, you will not be coming to Office from the next day. Again ask HR to specify exit formalities. Keep the Head (HR) and Head of your department in CC and if required, MD/CEO also.Usually, this approach works.
Of course, if HR or your manager are a$$holes, no amount of documentation is truly enough. But from a legal standpoint, you would have shown enough proof that you tried your best.
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CThanks a ton. There’s one more point I forgot to mention just now, when I went to my HR, she told me that my notice period is 2 months. I told her that nowhere in my offer letter is it mentioned that the notice period is 2 months, and I even showed her my offer letter. To this, she replied, ***“There’s a change in HR policies.”*** But they are so unprofessional they never sent me any official email stating these changes.
Can you suggest what I can do in this situation?
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SHR policy changes are simply uploaded on a portal and usually not intimated to employees individually. That being said, ask HR for a copy of the Policy.
Also, Policy cannot override the terms of appointment. Change in the terms of appointment requires that an employee’s acceptance should be taken again.
That being said, there is not much that you can do if you want proper relieving documents.
You mentioned, offer letter, offer letter is not a document that can be relied on here. You have to refer to the “Appointment Letter” – that is the employment contract between you and your employer. Offer of Appointment is just an Offer (this is the practice in private company, practices are different in government companies)
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COh alright, just check the ‘Appointment Letter’ I signed mentions a 30-day notice, and we were not informed about this new updated HR policy, nor did we ever sign it, so do I have fair points here to tell them about me serving a 1-month notice?
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