Regarding deduction in FNF Salary.

819 votes

give me condition mentioned in offer of appointment letter. It may be one month or three months notice to resign the job. They should mention in about it or to deduct proportionate amount from your settlement amount payable. If that is not done, it deemed that your resignation is accepted without any hitch. Now if it is govt body or bank or local body you may go with your claim through writ petition. Provide details with supporting documents.

Advocate Shivakarn Vishwakarma LawRato

885 votes

Your case is not a simple salary dispute anymore. What your employer has done amounts to clear illegality, and if handled correctly, you can recover the entire amount with compensation. But if you sign anything now or respond incorrectly, you will lose your legal right permanently. Let me break down the seriousness: 1. They mutually agreed to early release You have email proof of agreement + handover. Despite this, they still deducted notice recovery, which is treated as: • Unlawful deduction under the Payment of Wages Act • Breach of contract • Unfair labour practice This gives you a very strong case. 2. They are now forcing you to sign papers This is the biggest red flag. If you sign anything—even one line—your entire legal right to recover the money dies instantly. Companies do this deliberately because they know you will win if the matter reaches the authority. 3. The next steps are technical There are 3 strong legal routes, but choosing the wrong one can backfire depending on your designation, salary slab, and terms of contract. The safe process is: • Examine your emails and contract • Assess your legal category (workman vs non-workman) • Draft a legally binding recovery notice • Initiate action through the Labour Commissioner / Wage Authority or Commercial Recovery depending on what gives the fastest result • Put pressure on the company before they manipulate the records This is not something you should do on your own—one wrong sentence in an email can weaken your entire recovery claim. I handle these employment recovery cases routinely, and companies generally settle once I issue the first legal notice because they know the consequences: • Penalty for illegal deduction • Interest • Compensation • Criminal liability under certain labour laws Before you sign anything or send another email, talk to me directly. I will review your documents, draft the correct notice, and initiate the fastest legal route to recover your money. This requires proper legal handling, and the sooner you involve me, the stronger your position becomes. Adv. Vaibhav Sangam Mishra High Court, Uttar Pradesh Sangam & Sagar Law Office LLP

Advocate Vaibhav Sangam Mishra LawRato

603 votes

Deduction of notice pay despite a mutually agreed early release is not automatic and depends on the terms of your employment contract and the correspondence exchanged. E-mail records showing agreement on early release and handover are relevant but the legality of the deduction must be examined against contract clauses and labour law principles. Allegations of being compelled to sign consent documents also require careful factual scrutiny. A review of the appointment letter, e-mails and deduction documents is necessary to assess recoverability and the appropriate next course of action.

Advocate Farheen Penwale LawRato