Employee X resigned from Genpact due to receiving a LE-10 rating in January 2025, after working from October 2023 to February 2025. During a one-on-one meeting, the manager discussed the possibility of a Performance Improvement Plan (PIP) due to Employee X's performance. However, instead of initiating the PIP, Employee X offered to resign voluntarily, citing the manager's statement that Employee X was unable to justify their salary.

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The manager had verbally agreed to waive the notice period if Employee X resigned to pursue external opportunities, but this was not provided in writing. Employee X did, however, inform the senior manager about this discussion via e-mail on the day of resigning.

After securing another opportunity, Employee X resigned with a month's notice. Nevertheless, the manager declined on the verbal agreement in the final week, citing that the AVP was not convinced, and thus, could not provide an early release and said that the manager did not have authority to do so. Instead, the company insisted on a buyback arrangement rather than waiving the notice period. Furthermore, the company included a recovery amount in the Full and Final (FnF) settlement, resulting in a negative balance.

What should that employee do in this situation?

Meet a labour officer. He could give proper guidance regarding government policies.

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Pay cuts. Could be worse.
I've heard of a few agencies doing agency-wide paycuts.
TBH, I respect that approach. Everyone in it, working to get through this.

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