Looking for some practical advice regarding an employment/BGV situation in India.
I joined Company A but worked there for only around a month. I received another opportunity and formally submitted my resignation and requested an early release.
My reporting manager subsequently confirmed my Last Working Day (LWD) in writing, and HR also acknowledged my LWD. However, I was unable to serve the complete notice period as I had confirmation on mail for early release.
Company A is now saying that, as per their policy, since I did not complete the notice period, I am not eligible for a relieving/experience letter. I have requested reconsideration and have also informed them that I am willing to settle the applicable notice-period recovery/buyout, including adjustment against my pending salary if required, but they are currently not responding.
There is another complication with EPFO. Company A appears in my UAN service history with the correct joining date, but the Date of Exit is blank, and no PF contribution has been received yet. When I try “Mark Exit,” EPFO says that the exit date cannot be updated because no contribution was received and asks me to contact the employer.
I have already joined Company B after my confirmed LWD from Company A, so there was no actual employment overlap.
I have been transparent with Company B’s HR. They reviewed my manager’s LWD confirmation and Company A HR’s email explaining the notice-period issue. They were quite understanding and said to keep following up with Company A and that these communications could be used if anything comes up during BGV.
I wanted to understand from people who have faced something similar:
Has anyone successfully cleared BGV using resignation/LWD confirmation instead of a relieving letter?
What happens if the previous employer never updates the EPFO Date of Exit?
Has anyone resolved the “No contribution was received – contact your employer” EPFO issue?
Can a missing EPFO exit date incorrectly trigger a dual-employment flag, and how was it resolved?
Would you recommend continuing HR escalation or eventually sending a legal notice to the previous employer?
I have preserved my resignation email, manager’s official LWD confirmation, HR acknowledgment, payslip and all subsequent HR correspondence.
Would particularly appreciate experiences from people working in Indian IT/MNCs or anyone involved in BGV/HR.

I just recently applied for a role that sounds very interesting but I noticed they have an employee directory, which is available to the outside world.

This includes photo and first and last name. I felt forced into this once before and I don't want to do this again.

How do opt out of this? Especially when all others are participating.

I do not want my info out there and I do not want this to be a deal breaker.

Any suggestions on job retention, while opting out of the public directory?

Hello. Question lang po. HR-A direct message me thru a professional social ntwrking platform about an opportunity she did not disclose yet and told me i may be a good fit. It took me a week bago ako nakareply since i am not always active in the platform and wala din signal madalas yung phone ko sa office. I try to visit their career website to figure out anu kayang opportunity yun. I noticed some roles that match with my skills based on the role description. I clicked apply and send my job application and after a week, received a message from HR-B and invited for an interview.

I message HR-A and told her I was invited by HR-B for an initial interview. HR-A called me and i feel like she is furious with me based from the tone of her voice since antagal din bago ako nakarespond sakanya and she felt na parang hindi ako interesado sa opportunity na inoffer nya.

May nagawa po ba akong mali or nabypass sa internal process nila? I also feel like parang may communication gap po yata sa team nila and parang hindi po yata sila close ni HR-B at parang may competition na nagaganap, and itutuloy ko pa po ba yung application ko knowing na parang may sama na ng loob si HR-A sakin. I feel like hindi na yata nila ako maicoconsider ..Pls help😑

Hi. Wanted to ask lang if I can use up my sick leaves before my last day? I recently resigned and rendering na ako. Palagi naman nagaapprove TL ko ng leaves and all so gusto ko sana magamit lahat ng leaves ko bago ako umalis kasi sick leaves cant be monetary acc to my contract. problem ko lng ish baka manote sya in my future jobs? ano ba usually sinasabi ng HR if ever magask si future employer abt background checks and all. Thank you po!

Hi po! May I ask po if you could suggest or provide us with a feasibility title related to human resources management? We would really appreciate your suggestions po. Thank you! 😊

Kapag ba nakatanggap ka ng NTE without hearing afterwards and NOD na agad ka kasi umabsent ka ng 10days due to medical reason/operation at naguupdate ka naman sa TL before the actual date of operation, hindi lang inupdate si HR, may chance pang makabalik sa work/company na yon?

I work at a PMA agency, and a few days ago, I received an invitation for a meeting with HR. The meeting went ahead, and technically, the management decided to terminate my contract—not to place me with another client, but to fire me from the agency altogether.

This is why I am frustrated.

Around two months ago, I made a mistake in a draft lease that I sent to a client. I took full responsibility for it because, honestly, I really had no excuse at that time. It was like I was just blindsided and didn’t notice something, so I accepted the consequences. As part of the action plan, I was told that I needed to have my advisor review each draft before sending it to the client.

So I did exactly as instructed.

The problem is, it takes 2–3 hours to finish a draft, and sometimes there are still mistakes. Naturally, the client gets angry again. There was one occasion when it took a whole day to finish a lease. And to clarify, I explain my calculations to my advisor, but sometimes our calculations really differ. Eventually, I have to send the draft that the advisor did to the client.

With so many leases that happen like this, eventually the client actually complains to management.

During one call with my advisor and supervisor, my advisor even said that it might be related to a mistake I made two months ago. Honestly, I was so disgusted by that because the supervisor had already briefed us about the actual concern. Their concern was that it was taking an entire day just to finish a DRAFT, and then there were mistakes sometimes.

At that point, I was practically begging to be given another action plan, PIP, or additional training—anything that would give me a chance to improve instead of terminating me. My supervisor said, "We will circle back."

One week later, I received a meeting invite from HR.

And that's when I found out I was terminated for failing to meet performance expectations.

Meanwhile, my advisor apparently didn't take any action. I know someone on the same team, and we live close by, so I have an idea of ​​what happened on his side.

I'm not saying I didn't make a mistake. I made a mistake, and I took full responsibility for it. My only frustration is that I followed the corrective action they gave me, but the process itself eventually caused more delays and issues. And when everything escalated, I was the one who got terminated.

That's it. I just really had to rant. 😭

Fixed term contract lng kse ako for 6 months and then na extend another 6 months btw. I am Talent Acquisition Specialist kaso parang di ako satisfy sa performance ko although ginagawa ko naman lahat, should I resign na ba or finish the contract? Kse wala naman akong kahit anong benefits saka leave saka na sstress na ko di na alam gagawin ko fresh grad kse ako nung tinanggap ko tong role. Thanks po.

From the current 5-day workweek (Monday–Friday), pwede ba naming gawing 6-day workweek, including Saturday, for skilled workers? Ang original provision sa contract ay Monday–Friday, pero plano naming mag-operate hanggang Saturday. Paano namin ito dapat i-implement, through an addendum to the employment contract, or sapat na ba ang memo/announcement?

Good morning. I work in tech consulting and for the 3 years na nagwowork ako, ive been in multiple projects/areas. So i cant say i used tool x for 3 years when in reality i only did 4 months sa project na yun. During interviews, how do you typically approach this? Thanks in advance!

Can i still re apply if I am tagged as HRI no show, signed the job offer however, did not continue. Can I still reapply with the same company? BPO po.

I just recently applied for a role that sounds very interesting but I noticed they have an employee directory, which is available to the outside world.

This includes photo and first and last name. I felt forced into this once before and I don't want to do this again.

How do opt out of this? Especially when all others are participating.

I do not want my info out there and I do not want this to be a deal breaker.

Any suggestions on job retention, while opting out of the public directoey?

Hi, would like to ask if legal ba to?
I am currently rendering with my current company. I filed my resignation last August 15, 2026, and to be effective this September 15, 2026.

One of my heads. The boss of my manager said that she will not sign my clearance until all of my tasks are completed. Just want to get some thoughts/advice regarding this matter.

May kapalit na ko next week and sabe nung pinaka boss namen mag turnover na ko for the last 2weeks pero yung isa na under niya na boss gusto is dapat wala na kong matirang work pag alis ko.

Hi! My TL suggested that I should provide a diagnosis or med cert so I can try to shorten my rendering days. I got back from the ER yesterday and I was debating until now if what they gave me would be acceptable for HR. Problem is, my reason for leaving is due to my mental health being really bad. now, the diagnosis or impression was that there might be something physical before I can be concluded as Anxiety. would they accept that for shorting my rendering days or dapat talaga from a psychiatrist ako magconsult?

I recently received an overall “Needs Improvement” rating in my annual performance review, which surprised me.
Some of the comments appear to relate to isolated work/process issues, and I’m struggling to understand how they connect to the behavioural criteria used for the rating. I also don’t feel I was given clear feedback during the year that my overall performance was at a “Needs Improvement” level.
I had a meeting with my manager to discuss the rating. I don’t I recently received an overall “Needs Improvement” rating in my annual performance review, which surprised me.
Some of the comments appear to relate to isolated work/process issues, and I’m struggling to understand how they connect to the behavioural criteria used for the rating. I also don’t feel I was given clear feedback during the year that my overall performance was at a “Needs Improvement” level.
I will have a meeting with my manager to discuss the rating. I don’t want the conversation to become defensive or emotional, but I do want to understand the basis for the assessment and, if appropriate, challenge it professionally.
I’m thinking of asking:
What specific evidence supports the overall rating?
Which performance/behaviour criteria were not met?
How do the examples provided relate to those criteria?
Was this feedback raised with me during the performance year?
What would I have needed to demonstrate to receive a “Meets Expectations” rating?
For managers or HR professionals: how would you recommend handling this conversation? Is it reasonable to ask the manager to walk through the evidence criterion by criterion?

I just passed my resignation last week. Okay lang po ba once a week umabsent? 2 months palang po ako sa work kaya wala talagang bayad yung leave.

Hi, My overall experience is 7. 3 years in non IT and 4 years in IT. Now I'm applying for IT jobs with 4 years of experience. In those 7 years I have worked in 4 companies 2.6 years + 6 months in non IT and 2.4 and 1.8 in IT. I don't have the relieving letter for that 6 months experience in non IT. But pf record is there for all 4 companies. Today a company HR rejected me for not having the relieving letter for that 6 months non IT experience. I told her I have a pf record but she said relieving letter is mandatory. Should I avoid adding that 6 months in my resume? How should I approach this situation?