You cleared every round. The offer is ready. Then the recruiter asks, "What is your notice period?" You say "90 days", and you hear a pause on the other end of the line.
The notice period is one of the most misunderstood parts of changing jobs in IT. It affects which offers you get, when you can join, how much money you receive when you leave, and even whether an offer survives. Recruiters deal with it every single day.
This guide explains how notice periods work in practice in India, how to shorten yours legitimately, and the mistakes that cause offers to fall through.
What is a notice period?
The notice period is the time between your resignation and your last working day. It gives your employer time to hand over your work and find a replacement. The length is written in your appointment letter or employment contract, and the details are in the company’s HR policy. Read both before you resign.
Typical notice periods in IT
| Notice period | Where you often see it |
|---|---|
| Immediate to 15 days | Probation period employees, small companies, contract roles |
| 30 days | Many mid-size companies, start-ups, some junior roles |
| 60 days | Common in many IT companies, often for mid-level roles |
| 90 days | Common in large IT services companies and for senior roles |
Probation often has a shorter notice period than confirmed employment. Check which applies to you.
Why your notice period matters when job hunting
- Many job postings ask for "immediate joiners" or "notice period up to 30 days", because the project needs someone quickly.
- Long notice periods give time for counter-offers and for candidates to accept other offers, so employers worry about drop-outs.
- It changes your negotiation position: a short notice period makes you more attractive for urgent roles.
How to shorten your notice period
1. Early release
Your manager agrees to relieve you before the full notice period ends, usually after a proper handover. This is the most common route. Make it easy for them: offer a clear handover plan, document your work, train your replacement and finish open tasks.
2. Notice period buyout
If company policy allows, you pay for the days you do not serve (often calculated on your basic salary, but check the policy), usually adjusted in your full and final settlement. Some new employers offer to reimburse the buyout. If they do, get it written into the offer letter.
3. Leave adjustment
Some companies let you adjust pending earned leave against your notice period. Many do not, especially in large service companies. Ask HR before you count on it.
4. Negotiated last day
A mix of the above: for example, serving 45 days of a 60-day notice with manager approval after the handover is complete.
Resign first or get the offer first?
In most cases, get a written offer letter first, then resign. The exception: some companies in India prefer candidates who are already "serving notice" because they can join sooner. If you resign before having an offer, make sure you have savings and a strong pipeline of interviews.
While serving notice, keep your new employer updated, share your resignation acceptance when you get it, and confirm your joining date in writing.
Full and final settlement (F&F) and documents
After your last day, the company settles your dues: remaining salary, leave encashment (as per policy), any bonus due, minus any recoveries such as notice buyout or unreturned assets. You also receive your relieving letter and experience letter, both needed for background verification at your new job. The Code on Wages requires wages due to an employee who resigns to be paid within two working days. In practice, settling other dues and issuing documents can take longer depending on company process, so follow up politely with HR and keep copies of everything.
Before your last day: return all company assets, get clearance from each department, download your payslips and Form 16, and note your PF details so you can transfer your PF account to the new employer.
Counter-offers: think before you accept
When you resign, your manager may offer a raise or a new role to keep you. Sometimes this is genuine. Before accepting, ask yourself why you started looking in the first place. If the reasons were the work, the growth or the team, money alone rarely fixes them. And if you accept a counter-offer after accepting a new offer, communicate honestly and early with the new employer and recruiter.
Mistakes that cause problems
- Absconding (leaving without serving notice or getting released). You may not get a relieving letter, and it can show up in background verification for future jobs.
- Holding several offers and dropping out on joining day. Recruiters and companies remember, and it hurts future opportunities.
- Misstating your notice period to get an offer.
- Resigning by message only. Resign by email to your manager and HR so there is a record of the date.
- Burning bridges during the notice period. Your old manager may be your reference.
A simple resignation email
"Dear [Manager], I am writing to formally resign from my position as [role], effective today. As per my notice period of [X] days, my last working day would be [date]. I will make sure all my work is properly handed over, and I would be grateful if an earlier release could be considered once the handover is complete. Thank you for the support and learning during my time here. Regards, [Name]"
Frequently Asked Questions
What is the usual notice period in IT companies in India?
Commonly 30, 60 or 90 days. Large IT services companies and senior roles often have 90 days; smaller companies and probation periods are often shorter. Your appointment letter states your exact notice period.
What is a notice period buyout?
A buyout means paying your employer for the notice days you do not serve, if company policy allows it. It is usually adjusted in the full and final settlement. Some new employers reimburse it; get that in writing.
Can I leave before my notice period ends?
Yes, if your employer agrees to an early release, a buyout or leave adjustment under its policy. Leaving without approval can mean no relieving letter and problems in background verification.
Should I resign before getting an offer letter?
In most cases, get a written offer first and then resign. Resigning first can help for roles that want candidates already serving notice, but it carries financial risk.
Can earned leave be adjusted against the notice period?
Only if your company policy allows it. Many companies do not permit leave adjustment, so confirm with HR first.
What documents should I collect when leaving a job?
Your relieving letter, experience letter, final payslips, Form 16 and PF details. You will need them for background verification and PF transfer.