Relieving Letter Generator.

A relieving letter is a formal letter from an employer to a departing employee confirming that the resignation has been accepted and that the employee stands relieved of all duties from a specified date. New employers ask for it because it proves the candidate has properly exited the previous job, served or settled the notice period, returned company property and has no pending obligations. Without it, there is a risk that the candidate is still on the rolls of another company, which breaches the dual employment clause in most appointment letters, or that the previous employer may raise a claim. Many large companies will not release an offer letter or allow joining without the relieving letter from the last employer.

It should be on letterhead with a date and reference number, addressed to the employee with their designation and employee ID, and refer to the resignation letter by date. It should state that the resignation is accepted and give the exact last working day, the date of joining, how the notice period was dealt with, whether the handover was completed, whether company property was returned, and the status of the full and final settlement, ideally confirming that there are no dues on either side. A reminder of continuing confidentiality and a closing wish are customary, followed by the signature and designation of the authorised signatory and the company seal. The generator covers each of these elements through its form.

The relieving letter confirms the exit: resignation accepted, relieved on a date, notice and dues settled. The experience letter certifies the employment history: period, designation, responsibilities and conduct, addressed to whomsoever it may concern. They are usually issued together on the last working day. Some companies combine them into a single service and relieving certificate, which is acceptable to most employers, but keeping them separate is cleaner because the experience letter is shown widely while the relieving letter contains settlement details. Use the experience letter generator on this site for the second document.

An employer may hold the letter until the employee has served or settled the notice period as per the appointment letter, returned company property and completed handover, and that is the usual reason for delay. Refusing it after these conditions are met, or using it as leverage in an unrelated dispute, is treated by labour authorities as an unfair practice, and most state Shops and Establishments Acts entitle an employee to a service certificate on leaving. If an employee has absconded without serving notice, the employer can issue a letter stating that the employment was terminated for abandonment, or decline to issue a relieving letter and record the position in writing. For an orderly resignation, issue the letter promptly.

Yes, at least its status. The cleanest letter says the settlement has been completed and there are no dues on either side. If the settlement is still being processed, say when it will be paid, typically within 30 days of the last working day, so the employee has a date and the company has a record of the commitment. The actual figures, leave encashment, bonus, gratuity, notice recovery and tax, belong in the full and final settlement statement rather than the relieving letter. The generator offers the three common positions: settled, to be settled within a stated number of days, or to be paid with the final payslip.

Say so plainly and state what was agreed. Either the company waived the balance of the notice period, often when the role was already covered or the employee was asked to leave early, or the shortfall was recovered from the final settlement as per the appointment letter, which usually allows recovery of basic salary for the unserved days, or the employee bought out the notice by paying the equivalent amount. The generator has an option for each. Avoid issuing a letter that is silent on the point, because a verification call from the new employer will ask whether notice was served and the answer should match the letter.

Ideally on the last working day, once handover is signed off and company property is returned, and in any case within a week. Many new employers require it before the joining date, so delay has real consequences for the employee. It should be signed by someone with authority over employment matters: the proprietor or partner in a small business, a director or the HR head in a company, or the reporting manager if company policy allows. The signatory name and designation should be printed under the signature and the company seal applied; the generator leaves space for both.

No. The details are used only in your browser to render the preview, the print view and the copied text; nothing is uploaded or saved. Keep your own copy in the employee file with the reference number in the file name, and ensure the EPFO exit date and the final payslip carry the same last working day as the letter.