Experience/Relieving Letter

What this document is for

Stamp paper and registration

What you will need before you start

• The Company's full legal name and address, and the name and designation of whoever is signing — an HR head or manager, or the proprietor or a partner in a small concern
• The employee's full legal name and address, and their employee ID if the Company uses one
• Date of joining and last working day
• Designation held at the time of leaving, and department or team if it matters
• Whether the Company regards the employee's conduct and performance as satisfactory, or would rather make no representation about it at all
• Whether dues between the Company and the employee have actually been cleared as of the date this letter is issued — or whether the full and final settlement is still in progress

Common mistakes

• Issuing it before the last working day has actually arrived, or before exit formalities are complete enough for the dues-cleared statement to be true — a letter contradicted by events afterward is worse than none.
• Certifying dues are cleared when the full and final settlement is still in progress — the template deliberately offers a second option for this exact situation; use it instead of overstating the position.
• Defaulting to the satisfactory-conduct statement out of habit even where the exit followed a disciplinary process — the neutral, no-representation option exists for exactly that case.

Questions people ask before using this document

Related documents, and when you would need them

• Termination/Warning Letter

  The letter that actually ends the employment or issues a warning — this document only records an exit that has already happened, once it is complete.

• Salary Certificate

  For confirming the employee's current salary to a bank, visa office or landlord — a different certificate from this one, which confirms only the dates and designation of employment.

• Appointment Letter

  The appointment letter that started the relationship this letter is closing out — worth checking for a notice period or other term that should be reflected before this is issued.

• Non-Disclosure Agreement (NDA)

  If a separate confidentiality or non-solicitation agreement was signed during the employment, check whether its obligations survive this letter before treating the relationship as fully closed.

Questions about this document

Often needed with this document

• Salary CertificateAn employee at a Punjab or Chandigarh workplace needs written confirmation of their current salary from the Company — for a bank loan or credit card application, a visa application, a rent agreement, or any other purpose where proof of income is asked for. States the employee's designation, date of joining and current salary, on the Company's letterhead, as of a stated date. Kept to what the purpose actually needs: a plain statement of fact, not a character reference or a certificate of conduct. Not for confirming that an employment has ended — use the Experience/Relieving Letter for that. Not for detailed payslip-level deductions for a particular month — this certifies the current salary structure, not a single month's payment.₹99Open
• Offer LetterA candidate has been selected and needs the offer in writing before they resign their current job or commit to a joining date — an office in Chandigarh, an IT City/Mohali unit, a Ludhiana factory office, or any other Punjab or Chandigarh workplace. States the position, work location, reporting line, proposed joining date, CTC and the conditions the offer carries — background verification, medical fitness — and asks the candidate to sign and return it by a stated date. It is deliberately short: the full terms of employment (probation, notice period, leave, termination, confidentiality) are left to the appointment letter issued on or before joining, which this letter says in terms. Not for confirming someone already working for you — use the Appointment Letter once terms are settled, or the Employment Agreement for a fuller contract. Not for an internship — use the Internship Letter.₹99Open
• Appointment LetterThe full terms on which someone joins your company as an employee, issued on or before their date of joining in a Punjab or Chandigarh workplace — designation, reporting line, compensation, probation, working hours, leave, statutory benefits, confidentiality and the notice period on either side. Where the Offer Letter is a short statement of intent, this is the governing document: it is what an employee, an inspector or a court looks at to answer what the terms of the employment actually are. It is countersigned by the employee to record acceptance. Not for the first approach to a candidate — use the Offer Letter for that. Not for a fuller, formally executed contract with restrictive covenants for a senior hire — use the Employment Agreement. Not for engaging a driver or domestic help, or staff supplied by a contractor or agency — this category's other documents cover those.₹399Open
• Termination/Warning LetterEither of two related but different letters at a Punjab or Chandigarh workplace — a formal written warning to an employee about conduct or performance, short of ending their employment; or a notice ending an employee's employment. The first question this document asks is which of the two you need, and it shows only the fields that letter requires. A warning records the issue, what improvement is expected, and the consequence of it continuing. A termination records the reason, the last working day, and whether notice or pay in lieu of notice is being given. Both assume the Company's own disciplinary process, where one applies, has already been followed — this letter records the outcome of that process, it is not a substitute for it. Not for an employee's own resignation — that is the employee's letter to write, not the Company's. Not for the certificate confirming someone has already left — use the Experience/Relieving Letter for that once the exit is complete.₹99Open
• Internship LetterA student or recent graduate is joining your organisation as an intern at a Punjab or Chandigarh workplace, and needs the terms of the internship in writing — role, duration, stipend if any, working hours, supervisor, confidentiality, and that the internship is not employment. States the institution the intern is enrolled at, the internship period, the stipend or that it is unpaid, and that the internship carries no promise of a job afterwards and can be extended or converted only by a separate letter if that is later offered. Confidentiality applies to an intern in the same way it applies to a regular employee, since an intern often sees the same sensitive information. Not for an actual job offer — use the Offer Letter and Appointment Letter for that. If an intern is later offered a regular position, issue a fresh Offer Letter and Appointment Letter for it; do not stretch this letter to cover that.₹99Open
• Employee Police Verification FormYou are about to engage, or have just engaged, domestic help, a cook, a driver, a security guard, a gardener or similar staff in Punjab or Chandigarh, and want their antecedents checked with the police before you hand them keys, cash, a vehicle or access to your home or premises unsupervised. This is the application that starts that check: your own particulars as the employer, the employee's identity and address particulars, and the employee's own consent to being verified. Punjab Police runs this as a citizen service through Sanjh Kendras and its online citizen portal, alongside the same tenant-verification service; Chandigarh Police runs the equivalent through its local police stations and citizen portal. Neither police force publishes a standalone statute compelling a private household to get a domestic worker verified — the practice rests on police standing instructions and advisories, not a Punjab or Chandigarh Act naming domestic employment specifically — but both forces accept and act on this application, and many housing societies and RWAs now ask for a copy before letting staff onto the premises. If the guard is supplied by a licensed private security agency rather than engaged by you directly, the agency itself is separately required to verify its guards' antecedents before deployment, under s.9 of the Private Security Agencies (Regulation) Act, 2005 — see the Security Agency Agreement for that route. Use this form yourself where you are the direct employer, or where you want your own independent verification in addition to the agency's. Not for a tenant or paying guest — use the Tenant and Paying Guest Police Verification Report for that. Not itself a contract of employment — see the Driver / Domestic Help Agreement for the terms of engagement once verification is in hand.FreeOpen