Employee’s nightmare: 90 days’ notice period
The idea of a notice period is to help prepare a company to find another recruiter who will act as your replacement and get trained while you leave. Depending upon the role, this time limit is set. For instance, entry-level jobs the notice period is generally one month and then it goes up to 90 days for levels above that. But nowadays most of the companies follow a standard 90 days’ notice period irrespective of the role or the nature of business you are into.
This is not welcomed by most of the employees, especially at entry and middle level. Most companies are not ready to wait for 90 days when they want to hire you. Employers want you to join immediately but they don’t want to relieve you before 90 days. This is a big inconvenience to many employees, as they miss out on better employment opportunities.
According to a survey, the 3 month notice period is unique to the Indian Job market. Whereas, in other countries, employee and employer can separate at will, at any time. By and large, the 3 month notice period has become a norm for most IT and ITES companies, because if one company follows a one month notice period, the competitors will absorb all the employees. Therefore the companies treat this 90 day notice period as one of the retention tools. It is just a tactic to make sure that employees do not switch to other companies as most of the employers are not willing to wait for 3 month period.
This can also be considered hypocritical to force outgoing employees to negotiate to join date time with the new company. Most hiring companies acquire new talent instead of waiting for upto 3 months to fill up a vacancy.
Well, some feel it is difficult to retain employees who have already made up their mind to quit. Some of the employees do not serve the full notice period. Most common grounds are buy-outs, medical reasons, personal reasons, etc. There are cases when even the above conditions are not considered or applicable. In these situations employees frequently face disappointment by missing out on competitive offers that may mark their career growth.
The moment employers know that a recruit has to serve 90 days, they never call back. Almost all HR executives are well aware of the notice period norms, yet, it is unfair for some of them to pressurize employees to short their notice period. No employer wants to end terms with an employee on a bitter note.
Employees fall prey to a few other undesirable practices to avoid this hassle, which again leads to deeper problems. Some employees put down papers and then try to look out for jobs. If they find a job, they are lucky, if they don’t then they are forced to leave the previous employer and very few lucky ones can withdraw their resignation. Most of the times, such employees are victimized at work.
Some of them abscond, then get caught in the background verification, so absconding is never a good idea. The only alternatives one can think of is to complete the 3 month notice period, negotiate with the employer for a short notice period or buy-out if that’s an option.
Let’s just hope, that Ministry of labor and employment can come up with legalities on governing the notice period policy in India. This can put an end to this wasteful exercise of the 90 day notice period. Period!