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Transfer / relocation grace period
13-Jul-2026 (In Corporate Law)
My company relocated from Navi Mumbai to Pune this year with Intimation in March and movement to be done in June. I made a plea for some additional time till end of this year as being only female employee and bread earner of my family which old ailing mother and a special child to take care. After much mental trauma, today they agreed to my hybrid working till Oct 15th but later said that my 3 mts notice period will be clubbed with this grace period which is not legal. I am under treatment now.
Notice period and grace period are generally different. If the employer voluntarily granted hybrid work until 15 October as a humanitarian accommodation, it does not automatically become part of the contractual notice period unless the employee expressly agreed to that arrangement in writing.
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Adv. Vishal Bhagwan Punwani
Adv. Vishal Bhagwan Punwani
Mumbai | 5+ Answers
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First and foremost, reply to the company in writing and preserve all emails, messages, and all sort of communications. Whether the company can adjust or club the notice period with the extended work arrangement depends upon the terms of your contract, company policy, If the company is acting contrary to the agreed terms or is unilaterally altering your service conditions, you may issue a legal notice calling upon them to honour the agreement. Considering your medical condition and responsibilities, you may also seek reasonable accommodation supported by medical records. If the employer still acts arbitrarily or in breach of contract, you may initiate appropriate legal proceedings before the competent Court.
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Adv. Areeb Ansari
Adv. Areeb Ansari
Mumbai | 25+ Answers
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If your appointment letter/HR policy provides a separate 3-month notice period, it generally cannot be adjusted against a mutually agreed relocation grace period without your consent. Preserve all emails and consult a labour lawyer.
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Adv. Pankaj Bajaj
Adv. Pankaj Bajaj
Mumbai | 1000+ Answers
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Clubbing your working grace period with your 3-month notice period without your resignation or a formal termination letter is legally untenable. A contractual notice period can only be triggered upon actual resignation or formal termination by the employer; it cannot be imposed unilaterally while you are actively working.
​Recommended Remedies & Legal Steps:
​Formal HR Communication: Send a clear email to HR stating that you have not resigned, nor received a termination order. Clarify that the extension till Oct 15th is an accommodation for relocation and cannot be counted as notice period serving.
​Medical & Traumatic Hardship Record: Document all medical records regarding your treatment for mental stress caused by this pressure, as it establishes constructive dismissal and harassment.
​Labour Authorities / Legal Notice: If the company forces termination or refuses to pay salary post-Oct 15th without proper procedure, issue a legal notice for unfair labour practice and file a complaint with the Labour Commissioner under the Shops and Establishments Act.
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Adv. Swati Navani
Adv. Swati Navani
Navi Mumbai | 5+ Answers
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