Leaving Infosys is one of the most consequential professional decisions an employee makes, and one of the most poorly navigated. The decision gets made carefully but the execution often does not: the resignation is communicated before the offer letter is in hand, the notice period negotiation is handled emotionally rather than strategically, the handover is incomplete, the experience letter is delayed by months because of a documentation error in the pre-joining period, and the relationship with the manager ends badly rather than well.
This guide covers every stage of the Infosys resignation process in specific, actionable detail. It explains when to resign and when to wait, how to handle the manager conversation, what the notice period options are, how notice period buyout works, what a complete handover involves, how the exit interview is handled productively, how the full and final settlement is calculated and what to verify in it, how to get the relieving letter and experience letter correctly, what happens to PF and gratuity, and how to leave in a way that preserves the professional relationships and reference quality that have genuine long-term career value.
Table of Contents
- Before You Resign: The Checklist
- The Resignation Decision: Timing and Sequencing
- How to Submit Your Resignation at Infosys
- The Notice Period: Rules, Duration, and Options
- Notice Period Buyout: How It Works
- The Counter-Offer: How to Handle It
- The Handover Process: Doing It Right
- The Exit Interview: What It Is and How to Handle It
- Full and Final Settlement: What It Includes and How to Verify It
- The Relieving Letter and Experience Letter
- PF Transfer or Withdrawal After Leaving
- Gratuity on Resignation
- Background Verification After Leaving Infosys
- How to Leave Without Burning Bridges
- Frequently Asked Questions
Before You Resign: The Checklist
The actions taken before the resignation is submitted determine how smoothly everything that follows goes. Skipping these creates complications that take months to resolve.
Have the New Offer Letter in Hand:
Never resign from Infosys before the new offer letter is signed and in hand. “I have a verbal offer from Company X” is not a basis for resignation. Verbal offers are withdrawn. Companies change hiring timelines. The manager who informally said you were selected may not have the authority to confirm the offer.
Resign only when you have: a signed offer letter specifying the designation, CTC, and joining date; verified the background verification process at the new company and confirmed your Infosys employment documents are ready; and confirmed the joining date allows time for your Infosys notice period.
Calculate the Notice Period vs New Joining Date:
Your Infosys notice period is typically 90 days for most employees. The new employer’s requested joining date may be 30 to 45 days from your resignation. The gap between these two timelines requires either: a buyout arrangement where the new employer pays the notice period, or an adjustment to the joining date that the new employer agrees to.
Calculate this before resigning: resign date plus 90 days equals last working day. Does this align with the new joining date? If not, resolve the buyout or joining date before resigning.
Secure All Documents:
Before resigning, collect from Infosys’s systems and ensure you have physical or digital copies of: all payslips for the current and previous years, Form 16 for all years at Infosys, the original offer letter and appointment letter, any promotion letters or designation change letters, the joining date confirmation from the onboarding documentation, and your employee ID.
These documents are needed for: the new employer’s joining formalities, income tax filing, background verification, and the FnF settlement verification. Collecting them before resignation is easier than trying to retrieve them after leaving access to Infosys systems.
Check Your Leave Balance:
Log into InfyMe and check your accumulated leave balance. Understand the leave encashment policy: how many leaves can be encashed at separation, and whether any specific leave types (sick leave, casual leave) are or are not encashable.
The leave balance affects the FnF calculation. Knowing it before the FnF is issued lets you verify the calculation rather than discovering a discrepancy after settlement.
Check Your Variable Pay Timing:
If the resignation is planned around the variable pay payout (typically April/May), understand the exact cut-off. If you resign before the variable pay release date and your last working day falls before the variable pay is processed, you may not receive the variable pay for the year just assessed.
The variable pay release date is typically communicated in the annual increment letter. If the resignation timing is close to this date, the financial calculation should include whether staying until after the release date changes the total financial outcome significantly.
Check Your Vesting Schedule:
If you have any ESOPs, RSUs, or stock grants from Infosys (more common at senior levels), check the vesting schedule and cliff dates. Resigning two weeks before a significant vesting event forfeits that compensation. This is sometimes worth delaying the resignation by two to four weeks.
The Resignation Decision: Timing and Sequencing
The when and how of the resignation decision affects every subsequent step. Poor sequencing creates complications; good sequencing prevents them.
The Manager First or HR First Question:
At Infosys, the standard resignation process requires the resignation to be submitted through the official HRMS (iReSIGN or the current equivalent portal). However, informing the manager before or simultaneously with the formal submission is the professional approach.
Resigning directly into the HR system without informing the manager first creates a difficult interpersonal situation: the manager learns about the resignation from a system notification rather than from you. Even if the relationship is not warm, this is unprofessional and unnecessarily adversarial.
The correct sequence: inform the manager first (in person or by call), then submit the formal resignation in the system within the same day.
What to Say to the Manager:
The manager conversation should be: direct, professional, and respectful. You are leaving; that fact should be communicated without excessive explanation or justification.
“I wanted to talk to you privately before submitting my formal resignation. I have accepted an offer from another organization and my last working day will be [date, based on the notice period]. I wanted to let you know directly and discuss how we can handle the handover well.”
What not to say in the manager conversation: Do not criticize the team, the project, or Infosys in this conversation. Do not reveal the new employer by name unless you are comfortable with that information being known within Infosys. Do not give a lengthy explanation of why you are leaving. “I have received an opportunity I want to pursue” is sufficient. Do not say you are leaving for salary reasons in a way that opens a negotiation if you have already decided. If you are open to a counter-offer, that conversation can happen after the initial resignation communication.
The Decision to Leave vs the Decision to Tell:
Some employees make the decision to leave months before they tell anyone. During the period between deciding and telling, they: build a financial buffer, complete pending certifications or projects that strengthen the resume, resolve any pending HR issues, and time the resignation to avoid losing variable pay or vesting events.
This gap between the decision and the announcement is normal and professional. There is no obligation to inform Infosys of career planning that has not yet resulted in an actual offer. Continue performing your job fully during this period; using pre-resignation time to reduce effort is both unprofessional and potentially detectable in the final appraisal.
How to Submit Your Resignation at Infosys
The formal resignation process at Infosys is entirely digital and managed through the HRMS. The specific portal name has changed across Infosys’s HR system versions; the current system should be confirmed through InfyMe.
The Digital Resignation Submission:
Log in to InfyMe and navigate to the resignation or separation module (often under “My Transitions” or “Separation Request” in the career or HR section). The form typically asks for:
Reason for leaving (from a dropdown: better opportunity, higher education, personal reasons, relocation, etc.) Last working day preference (which is your resignation date plus the notice period) Any specific comments (optional; keep this professional and brief if used) Confirmation acknowledgment
Submit the form. An automated confirmation is generated and sent to your registered Infosys email, your manager’s email, and the HR team.
The Resignation Acknowledgment:
After submission, the manager and HR must acknowledge the resignation in the system. The manager acknowledges that they have been informed and the separation process has been initiated. HR acknowledges and confirms the last working day based on the notice period.
If the manager or HR does not acknowledge within 2 to 3 business days, follow up through the Sparsh HR helpdesk to confirm the system submission was received.
The Last Working Day Calculation:
The last working day is the resignation submission date plus the notice period (typically 90 days). If the submission happens on a day that falls in the middle of a month, the LWD will also be in the middle of a future month.
Example: resign on June 15 with a 90-day notice period → last working day is September 12 or 13 (90 calendar days from June 15).
The specific calculation in the Infosys system uses calendar days (not business days) for the notice period. Verify the LWD in the system acknowledgment and confirm it matches your calculation.
The Written Resignation Letter:
While the primary resignation is submitted through the HRMS portal, many employees also submit a formal written resignation letter to the manager and to HR. This is not required by Infosys’s process but is recommended as good professional practice.
A resignation letter should be brief: one page maximum. It should include: the date, the address to the manager and HR, a formal statement of resignation, the notice period start and end dates, and a brief professional closing (expressing appreciation for the experience, willingness to complete the handover thoroughly, and wishing the team well).
The letter does not need to explain the decision in detail, list grievances, or make any demands. It is a professional courtesy document.
The Notice Period: Rules, Duration, and Options
The Standard Notice Period:
The standard notice period at Infosys for most employees is 90 days (three months). This is specified in the appointment letter received at the time of joining. Some employees have 60-day notice periods (less common; more common for employees who joined before a specific policy change date), and some senior employees may have 90 to 120-day periods specified in their offer letters.
Verify your specific notice period by checking your appointment letter. Do not assume it is 90 days; variations exist.
The Notice Period Counting:
The notice period counts from the date the resignation is accepted in the system (i.e., the day you submit the resignation form and it is acknowledged by HR). It includes calendar days: weekends, public holidays, and any approved leave taken during the notice period all count as notice period days.
Approved leave (sick leave, casual leave) taken during the notice period does not extend the notice period. The last working day remains the same regardless of approved leave taken during the notice period. The only exception: if the employee and Infosys mutually agree to adjust the last working day, this can be done.
Can the Notice Period Be Reduced by Mutual Agreement?
Yes. Infosys can agree to waive part or all of the notice period if the business unit determines that full notice is not needed and the client project can accommodate an earlier release. This is the “early release” option, which requires manager and HR approval.
Early release is more likely when: the project is in a stable phase with no critical dependencies on the leaving employee, the team can absorb the workload, or the new employer’s joining date makes the full notice period impractical.
Early release is less likely when: the employee is in a critical project role with specific expertise, the client project is in a high-dependency phase (go-live, major milestone), or the manager wants the full notice period for business continuity.
Requesting Early Release:
The request for early release should be submitted through the HRMS resignation module (where there is typically an “early release request” option) and communicated in the manager conversation. The request should state the proposed last working day and the reason.
If the new employer needs you to join by a specific date, communicate this in the early release request: “My new employer’s joining date is [date]. I am requesting an early release by [date] and am committed to completing a thorough handover within this window.”
The decision on early release is made by the delivery manager, with HR input. It is not guaranteed and is not within the employee’s unilateral control.
Notice Period Buyout: How It Works
Notice period buyout is the mechanism through which either the new employer pays Infosys for the employee’s early departure, or the employee personally pays a buyout amount to leave before the notice period ends.
How Buyout Works:
When an employee wants to leave before the end of the notice period and Infosys does not agree to an early release, the employee (or the new employer on their behalf) can pay a buyout amount equivalent to the gross salary for the remaining notice period days.
Buyout amount calculation: (Monthly Gross Salary / 30) × Number of days remaining in notice period.
Example: an employee with a monthly gross salary of Rs. 50,000 wants to leave 30 days early (30 days of the 90-day notice period remaining after early release was denied): Buyout = (50,000 / 30) × 30 = Rs. 50,000
This amount is paid to Infosys as the price of leaving 30 days before the formal end of the notice period.
Who Pays the Buyout:
In the most common scenario, the new employer pays the buyout as part of the joining package. This is negotiated during the offer stage: “The Infosys notice period is 90 days. If you need me to join in 45 days, could you include a notice period buyout payment in the offer package?”
New employers who urgently need specific talent regularly pay notice period buyouts. The inclusion of buyout coverage in the offer letter is increasingly standard in Indian IT hiring.
If the new employer does not cover the buyout, the employee must pay it personally. Given that the employee is joining a new role with a likely salary increase, paying a one-month buyout to join a company that pays significantly more is often financially rational.
The Buyout in the Offer Letter:
When the new employer agrees to cover the buyout, the offer letter (or a supplementary agreement) should explicitly state: the buyout amount Infosys will be paid, when it will be paid (directly to Infosys by the new employer, or reimbursed to the employee after they pay Infosys), and any recovery conditions (typical: the employee must stay at the new company for at least 12 months, or the buyout amount is recovered).
Do not assume a verbal agreement about buyout coverage translates to payment. Get it in writing in the offer letter or supplementary agreement.
The Infosys Buyout Payment Process:
The buyout payment to Infosys is made through the HRMS system. The HR team confirms the buyout amount based on the remaining notice period days and the employee’s gross salary. The payment can be made by the employee directly (bank transfer or demand draft) or by the new employer. HR confirms receipt and updates the last working day to the earlier date.
The Counter-Offer: How to Handle It
Counter-offers are a common feature of resignation conversations at Infosys, particularly for employees with high-demand skills or in critical project roles. Handling them well requires a clear framework.
When Counter-Offers Are Made:
Counter-offers typically come from: the delivery manager after learning of the resignation, HR during the exit interview, or the business unit head for senior employees. The counter-offer may include: a salary increase, a promotion acceleration, a project change, more favorable WFH terms, or a combination.
The Counter-Offer Decision Framework:
Before accepting a counter-offer, apply the following test:
Reason test: why are you leaving? If the reason is primarily salary and the counter-offer addresses the salary gap substantively, the counter-offer deserves serious consideration. If the reason is something the counter-offer cannot address (career trajectory, work type, organizational culture, the specific opportunity at the new company), accepting the counter-offer without addressing the real reason only delays the same departure.
The research says most counter-offer acceptors leave within 12 months anyway. The decision to leave was made for reasons that a salary increase does not typically resolve permanently. If you had to threaten to leave to receive a fair salary, that dynamic does not change with the counter-offer.
Permanence test: is the counter-offer a genuine structural change or a temporary accommodation? A promotion that was already planned and simply accelerated is different from a promotion created specifically to retain you. The former is genuine; the latter may be reversed after your decision to stay is confirmed.
New offer impact: if you accept the counter-offer and stay, you have declined the other offer. Reapproaching that company in 12 to 18 months if you later decide to leave again is professionally difficult. Ensure you are comfortable with this consequence before accepting.
If You Decide Not to Accept the Counter-Offer:
“I appreciate the offer and the fact that you want me to stay. I have thought carefully about it and I have decided to proceed with my resignation. The new opportunity aligns with [brief, positive reason that does not disparage Infosys], and I want to see it through. I am committed to making the notice period as smooth as possible.”
This response is respectful, definitive, and forward-looking. It closes the counter-offer discussion without damaging the relationship.
If You Accept the Counter-Offer:
Accept it in writing (email confirmation of the specific terms). Decline the external offer formally and promptly - the other company needs to know your decision quickly so they can continue their hiring process. Recognize that you will be viewed as a flight risk for 12 to 18 months; this affects how your manager allocates opportunities and advocates in calibration.
The Handover Process: Doing It Right
The handover is the most professionally significant part of the resignation process. It determines whether you leave Infosys with a reputation as someone who left professionally or someone who abandoned the team.
Why the Handover Matters:
The Infosys manager and team who receive your work after you leave will assess your professional quality largely based on the handover quality. A manager who has to spend two weeks after your departure understanding code you wrote without documentation, resolving bugs you knew about but did not mention, and piecing together client context you did not transfer will not provide a strong reference. A manager who receives a complete handover and seamless transition provides a strong reference because their experience of your exit was positive.
The handover also matters for the experience letter and relieving letter. Managers who are satisfied with the handover process sign off on the exit formalities promptly. Managers who are managing a difficult post-departure situation are slower to provide the documentation.
The Handover Document:
Create a handover document covering: every active task and its current status, pending items and their owners after your departure, system accesses and credentials (following security protocols for hand-off), important contacts (client-side and cross-team), process documentation for recurring activities, known issues or bugs in progress, and the context for anything that is not captured in the formal documentation.
This document should be substantive enough that a reasonably experienced engineer joining the team after your departure can understand the current state without needing to contact you. Aim for 10 to 20 pages for a substantive role; a five-page document for a role with limited unique context.
The Knowledge Transfer Sessions:
Beyond the written document, schedule knowledge transfer sessions with the person taking over your responsibilities. Aim for at least three to five sessions of one to two hours each, covering different aspects of the work. These sessions should be working sessions (walking through code, demonstrating processes, discussing client context) rather than presentations.
The person receiving the knowledge transfer should leave each session able to perform the relevant activities without your assistance. If they still have unresolved questions after the session, that is a signal for follow-up.
The Code and Documentation Handover:
All code should be: Fully committed and pushed to the repository (no local-only work remaining). Accompanied by comments for any complex logic that is not self-explanatory. Tested against all known use cases before handover. Documented in the README or technical wiki with clear setup instructions.
Any infrastructure configurations, deployment scripts, and runbooks should be updated to reflect the current state and stored in the project’s standard documentation location.
Client Communication Transfer:
For employees who have direct client relationships, the client should be introduced to their new point of contact before the last working day. A brief email introduction from the leaving employee to the client, copying the incoming contact, is professional and ensures continuity: “I wanted to introduce [Name], who will be your primary contact on [project aspect] going forward. I have completed a thorough handover and [Name] is fully briefed on our current work. It has been a pleasure working with you on this project.”
This introduction is a professional courtesy that clients appreciate and that reflects well on both the individual and Infosys.
What a Poor Handover Looks Like:
For contrast, the handover approaches that create lasting damage to the professional relationship:
- Submitting the resignation and immediately becoming disengaged.
- Producing a minimal handover document that lists task names without status or context.
- Withholding knowledge about known issues because “it’s not my problem anymore.”
- Declining to do handover sessions because of the emotional complexity of the departure.
- Leaving on the last day with outstanding system accesses not transferred and documentation incomplete.
These are the behaviors that produce poor references and difficult FnF experiences.
The Exit Interview: What It Is and How to Handle It
The Infosys exit interview is a structured conversation between the leaving employee and HR. It serves as a feedback mechanism for the organization; in theory, it helps Infosys understand why people leave and address systemic issues. In practice, it requires careful handling.
Who Conducts the Exit Interview:
The exit interview at Infosys is conducted by the HR Business Partner (HRBP) for the business unit, not by the direct manager. This separation is deliberate: it allows employees to speak more freely about manager or team issues without the potential consequence of that feedback going directly to the person being discussed.
The Exit Interview Questions:
Standard exit interview questions at Infosys include: What is your primary reason for leaving? What did you enjoy most about working here? What could Infosys have done to retain you? How was your relationship with your manager and team? How would you rate the work environment, the compensation, and the career growth opportunity? Would you consider returning to Infosys in the future? Would you recommend Infosys as an employer to others?
How to Handle the Exit Interview Strategically:
The exit interview is not a safe space for unfiltered venting. The HRBP may be a professional they know well; notes from exit interviews are retained in the HR system; in some cases exit interview notes have been shared with managers or used in performance reviews (though this is supposed to be anonymous).
The recommended approach: be honest but constructive, not cathartic. Frame criticisms as organizational feedback rather than personal attacks. Be specific about professional factors (career growth opportunity, skill development, compensation competitiveness) rather than personal grievances about specific individuals.
What to say: “I am leaving primarily for a better-aligned career opportunity at [generic description: a product company / a GCC in my specific domain]. Infosys provided strong professional development, and I have valued the project experience and the colleagues I worked with. The one area where I felt the trajectory was limited was [one specific, professional, non-personal feedback point].”
What not to say: “My manager is terrible and I cannot work for him anymore.” Even if true, this feedback in an exit interview creates complications (potential HR investigation, strained final notice period, difficulty getting reference) that are not worth whatever catharsis is achieved.
Is the Exit Interview Mandatory?
The exit interview is standard practice at Infosys and is expected as part of the exit process. However, a formal exit interview conducted by HR and an informal one conducted by the manager are distinct; participation in the formal HR exit interview is typically required to complete the exit clearance, while informal manager conversations are optional.
The Exit Clearance Form:
Separate from the exit interview, there is an exit clearance process where various departments (IT assets, library, transport, finance) confirm that all company property has been returned, all outstanding dues have been settled, and all access credentials have been revoked. The clearance form must be completed and signed off by each department before the final documents (relieving letter, experience letter) can be issued.
Start the clearance process at least two weeks before the last working day, not on the last day. Many employees discover last-minute issues (an IT asset not returned, a pending finance item) that delay the clearance and consequently the relieving letter.
Full and Final Settlement: What It Includes and How to Verify It
The Full and Final (FnF) settlement is the complete financial reconciliation between Infosys and the leaving employee. Understanding every component and how to verify the calculation prevents both underpayment and the frustration of discovering an error months later.
FnF Timeline:
The FnF settlement is processed after the last working day. The statutory requirement is for settlement within 45 days of separation. Infosys’s standard practice is FnF within 45 to 60 days. Delays beyond 60 days should be raised with the HR helpdesk.
FnF Components:
Salary for the last partial month: calculated on a per-day basis (Monthly Gross / 26 × Working Days in Final Month). This covers the salary earned from the beginning of the final month to the last working day.
Leave encashment: accumulated privilege leave (PL) up to the encashable limit is paid out. The encashment formula: (Basic Salary / 26) × Number of Leave Days Encashed. Verify the leave balance matches what was shown in InfyMe before resignation.
Variable pay: if the resignation timing places the last working day before the variable pay release date (typically April/May), the variable pay for the preceding year may or may not be included in the FnF. Clarify with HR whether the variable pay for the most recent appraisal cycle will be included in the FnF or has already been paid.
Gratuity (if eligible): if five years of continuous service have been completed, gratuity is included in the FnF. Calculated as (Last Basic Salary × 15 × Years of Service) / 26.
Deductions: any salary advance not yet recovered, any Infosys-owned loans outstanding, professional tax, TDS on the FnF lump sum.
Notice period recovery: if the notice period was not served in full (early departure without buyout), the shortfall days are deducted from the FnF at the per-day salary rate.
The FnF Verification:
When the FnF calculation sheet arrives from HR (or is visible in the HR portal), verify:
Salary calculation: (Monthly Gross / 26) × Days actually worked in final month = Expected Last Month Salary. Check the actual days in the final month.
Leave encashment: Number of Encashed Leave Days × (Basic Salary / 26). Verify the leave balance and the basic salary used.
Gratuity (if applicable): (Last Basic Salary × 15 × Complete Years Rounded) / 26. Verify years of service and basic salary.
Notice period recovery (if applicable): (Monthly Gross / 30 or 26) × Shortage Days. Verify the shortage days count.
Total FnF = Sum of positive components minus deductions.
If any figure does not match your calculation, raise a specific, numerical query with HR through Sparsh: “The leave encashment in the FnF is Rs. X. Based on my leave balance of Y days and my basic salary of Rs. Z, the expected encashment is Rs. A. Could you verify this?”
The FnF Tax Treatment:
The FnF payment is a lump sum that is fully taxable as income in the year of receipt (with the exception of gratuity below the tax-free limit). Ensure your tax planning for the year accounts for this lump sum. The TDS on the FnF is deducted by Infosys and reflected in the Form 16 issued for the year.
The Relieving Letter and Experience Letter
The relieving letter and experience letter are the two documents from Infosys that every future employer requires for background verification. Getting them correctly and promptly is critical.
The Relieving Letter:
The relieving letter is a formal document from Infosys confirming that: the employee has been formally relieved of their duties as of the last working day, there are no pending obligations or dues, and the employment with Infosys has been concluded formally.
The relieving letter is required by every future employer as part of the background verification process and by banks, government applications, and other formal processes that require employment history verification.
The Experience Letter:
The experience letter (also called the service certificate in some Infosys communications) confirms: the employee’s name, the duration of employment at Infosys (joining date to last working day), the designation at departure, and in some cases the designation held at various points during employment.
The experience letter is distinct from the relieving letter: the experience letter confirms what you did and when; the relieving letter confirms that you left in good standing.
How to Receive These Documents:
The relieving letter and experience letter are issued through the Infosys HRMS or by the HR team after: the FnF settlement is processed, the exit clearance is complete, and all company property has been returned and accounted for.
The documents are typically issued in digital format (downloadable from the HRMS portal) and may also be provided in physical form on request. The digital version with a digital signature is accepted by most employers and institutions.
The Most Common Delays:
The most frequent reason for delayed relieving letters: the exit clearance is incomplete because some department has not yet signed off. Track the clearance form status in the final weeks of the notice period. Proactively follow up with each department (IT assets team, library, finance) rather than waiting for them to complete on their own schedule.
The second most frequent reason: the FnF is delayed due to a documentation issue (missing payslip for the period, incorrect leave balance, discrepancy in the separation date). Resolve FnF queries promptly to avoid compounding delays.
What to Do If the Documents Are Delayed:
If the relieving letter or experience letter has not been received within 60 days of the last working day:
Step 1: raise a specific request through the Sparsh HR helpdesk, providing the employee ID, last working date, and a request for the status of the documents.
Step 2: if no response within 5 business days, escalate to the HRBP directly via email, with the Sparsh ticket number.
Step 3: if unresolved within 90 days of the last working day, send a formal written request to the Infosys HR head for the business unit via registered email, documenting the specific issue and requesting resolution within 15 days.
Step 4: if still unresolved, the employee has legal recourse. A formal employment dispute under the applicable labor law may be filed, citing failure to provide statutory separation documentation. This step is rarely needed but the legal basis exists.
The Experience Letter Accuracy:
Review the experience letter carefully: the joining date, last working date, and designation at departure should all be accurate. Any inaccuracy in these fields creates problems in background verification.
If the experience letter is inaccurate (wrong designation, wrong dates), request a correction through HR immediately. Do not use an inaccurate experience letter for background verification; the discrepancy will be discovered and will create concerns about the candidate’s honesty.
PF Transfer or Withdrawal After Leaving
The PF (Provident Fund) management after leaving Infosys is covered in full in the PF and Gratuity guide (Article 20) in this series. This section provides the resignation-specific guidance.
The Recommendation: Transfer, Not Withdraw:
The strong recommendation at any experience level is to transfer the PF balance to the new employer’s account rather than withdrawing it. Premature withdrawal is taxable (if less than five continuous years of PF membership), reduces the long-term retirement corpus, and forfeits the cumulative EPS service period.
Transfer the PF through the UAN portal (Online Services → One Member - One EPF Account) after confirming the new employer has created a PF account for you under your existing UAN.
The Withdrawal Option:
If the new employer does not have EPF coverage (startups below 20 employees, specific exemptions), or if the employee is moving to self-employment, withdrawal may be the only option. Withdrawal after five continuous years of PF membership is tax-free; before five years it is taxable.
The Timeline:
Infosys’s payroll team updates the PF exit date in the EPFO system after the last working date. This update typically takes two to four weeks after the last working day. The PF transfer or withdrawal can be initiated only after this update. If it does not appear in the UAN passbook within four weeks, follow up with Infosys HR payroll or raise an EPFiGMS grievance.
Gratuity on Resignation
Eligibility:
Gratuity is payable on resignation only if the employee has completed five continuous years of service with Infosys. If the total service is less than five years, no gratuity is payable on voluntary resignation.
The five-year threshold uses a specific rounding rule for the calculation period (six months or more in the final year counts as a full additional year), but the eligibility threshold itself is five full years. An employee with four years and eleven months of service is not eligible for gratuity.
Calculation:
Gratuity = (Last Drawn Basic Salary × 15 × Years of Service) / 26
Where years of service is rounded up if the remaining months in the final year are six or more.
Inclusion in FnF:
If eligible, the gratuity amount is included in the FnF settlement and paid as part of the FnF lump sum. No separate claim form is typically needed for employees who resign through the standard exit process, as the gratuity calculation is incorporated into the FnF.
If eligible for gratuity but the FnF does not include it, raise a specific query with HR identifying the oversight and requesting inclusion.
Background Verification After Leaving Infosys
The future employer’s background verification of your Infosys employment involves: employment dates, designation, reasons for leaving (in some checks), and compensation (to verify declared salary). Understanding what is verified prevents post-offer surprises.
What Is Verified:
Employment dates (joining date, last working date): verified against Infosys’s HR records. Designation at joining and departure: verified against Infosys’s HR records. Reason for leaving: in voluntary checks, Infosys typically confirms “resigned” without further details. Compensation: the previous CTC, verified against the salary declared to the new employer. Infosys confirms whether the declared CTC matches their records.
The Compensation Verification:
This is the most sensitive verification element. The previous CTC declared to the new employer must match what Infosys’s records show. Inflating the CTC (claiming Rs. 15 LPA when the actual CTC was Rs. 12 LPA) is detected in background verification and typically results in offer revocation.
Declare the accurate CTC based on the documented compensation structure: the fixed CTC plus variable pay (at target), plus any documented allowances that are part of the formal compensation package. Do not include assumed future components or unvested equity.
The Reference Check:
Some employers conduct informal reference checks with the Infosys manager in addition to the formal BGV. The manager’s reference quality is influenced by how the notice period and handover were conducted. An employee who handled the resignation professionally and completed a thorough handover receives a positive reference. One who abandoned the process does not.
How to Leave Without Burning Bridges
The Infosys professional network has long-term career value. How you leave determines whether that network remains an asset.
The Rule of Long Careers:
Technology careers in India span 30 to 40 years. The manager who manages your exit today may be the CTO of a company you want to join in 15 years. The colleague who receives your handover today may be the hiring manager at a company you apply to in 10 years. The client contact who was introduced to your replacement today may have a budget for consulting work that you want to access in 20 years. No professional relationship is so insignificant that burning it is cost-free.
The Specific Behaviors That Preserve Relationships:
Inform the manager directly and respectfully before submitting the formal resignation. Provide the full notice period (or an agreed buyout) rather than abandoning the process. Complete a thorough handover that makes the transition smooth for the team. Maintain full productivity and professionalism through the entire notice period, not just the first few weeks. Leave the office on the last day with all outstanding items resolved: code committed, documentation complete, accesses transferred, company property returned. Send a brief goodbye email to the team that is professional and appreciative rather than valedictory or veiled with criticism. Stay connected with meaningful professional relationships through LinkedIn rather than letting them go cold.
The Goodbye Email:
The departure email to the team is a final professional communication that should be: warm, specific (mentioning specific colleagues by name and specific experiences that were valuable), brief (one to two paragraphs), and forward-looking (expressing genuine well wishes for the team and project).
“Dear team, as my last day at Infosys approaches, I wanted to take a moment to thank each of you. Working with this team on [project context] over the past [years] has been genuinely valuable. I have learned from [specific people] and I am grateful for the experience. I wish you all the very best on [current project milestone]. For anyone who wants to stay in touch, please connect with me on LinkedIn: [link].”
This email, sent on or before the last day, creates a positive final impression that is remembered.
What Not to Do on the Last Day:
Do not use the last day for expressing grievances, making critical comments about the project or organization, or trying to influence colleagues’ views about whether they should also leave. The last day is a professional closing, not a platform.
Do not forward client data, proprietary code, or internal documents to personal email or devices as “reference material.” This is a serious security and policy violation that can result in legal consequences even after employment ends.
Frequently Asked Questions
1. What is the standard notice period at Infosys?
The standard notice period for most Infosys employees is 90 days (3 months). Some employees hired under specific policy versions or at specific designation levels may have 60-day or 120-day notice periods specified in their appointment letters. Verify your specific notice period in your appointment letter before resigning.
2. Can I resign without serving the full notice period?
You can resign and choose to pay the notice period buyout instead of serving the full period. The buyout amount is (Monthly Gross / 30) × remaining days. Alternatively, you can request an early release, which requires manager and HR approval. Without either buyout or approved early release, leaving before the notice period ends is a breach of contract that Infosys can pursue legally, though in practice this step is rarely taken.
3. How long does it take to receive the FnF settlement after the last working day?
The standard FnF processing time is 45 to 60 days from the last working day. Delays beyond 60 days should be escalated through the Sparsh HR helpdesk.
4. Will Infosys provide a relieving letter if I left without serving the full notice period?
Infosys may withhold the relieving letter if the notice period was not served and no buyout was paid. The most common resolution: pay the outstanding buyout amount to Infosys, after which the relieving letter is issued. In some cases, a negotiated settlement amount is agreed. Without resolution, the absence of a relieving letter creates significant background verification problems.
5. What does “absconding” mean and what are the consequences?
Absconding means leaving the job without formal resignation or without serving the notice period and without communication. An employee classified as absconding in Infosys’s HR records will not receive an experience letter or relieving letter. The absconding record may also affect future employment prospects if the background verification reveals this classification. Absconding is always avoidable; if circumstances require an emergency departure, communicate with HR and the manager regardless of the circumstances.
6. Can I resign and take privilege leave during the notice period?
Privilege leave taken during the notice period does not extend the notice period (the LWD remains unchanged). However, privilege leave during the notice period is at the manager’s discretion. In many units, significant leave during the notice period is discouraged because the notice period is the handover window. Minor leave (one to two days) for genuine personal needs is typically approved.
7. What happens to my health insurance after the last working day?
Infosys’s group health insurance coverage ends on the last working day. You and your dependents are no longer covered from that date. Secure health insurance through the new employer’s joining date coverage or through an individual policy to bridge the gap. The gap between the last working day at Infosys and the first working day at the new employer (typically a day or two) should be covered by a short-term individual policy if the new employer’s coverage does not activate from day one.
8. If I resign during the Mysore training period, what happens?
Resigning during the Mysore training period triggers the service bond (signed at the time of joining Mysore). The bond amount for early departure during or shortly after training is typically specified in the bond document and covers the training investment cost. This amount is recoverable by Infosys. The bond terms should have been reviewed at the time of signing.
9. Can I take maternity leave and then resign immediately after?
Statutory maternity leave is a legal right and cannot be conditioned on the employee committing to return after leave. However, resigning during maternity leave or immediately after return raises the question of whether the full maternity leave benefits (paid leave plus the post-maternity flexibility period) will be provided without the implied condition of return to employment. The legal position is that maternity benefits cannot be withheld due to resignation, but the timing is worth discussing with HR before submission.
10. I have a competing offer but the notice period is a barrier. What are my options?
Option 1: Request early release from Infosys and negotiate a later joining date with the new employer. Option 2: Have the new employer cover the notice period buyout and pay Infosys directly. Option 3: Pay the notice period buyout personally and join early. Option 4: Request a combination: partial early release (Infosys agrees to release 30 days early) with a partial buyout for the remaining 30 days.
The right option depends on: the urgency of the new employer’s joining requirement, Infosys’s willingness to agree to early release, and the financial trade-off of the buyout amount versus the income difference from the new role.
11. What happens to my annual leave that I have not taken?
Accumulated privilege leave (PL) up to the encashable limit is paid out as part of the FnF settlement. Sick leave and casual leave are typically not encashed. The specific encashment cap for privilege leave varies; verify from InfyMe or from the leave policy documentation.
12. Can I rejoin Infosys after resigning?
Yes. Former Infosys employees can apply to rejoin through the lateral hiring process. There is no formal prohibition on rehiring former employees. The circumstances of the departure (professional resignation with good standing vs. absconding or disciplinary separation) affect the rehiring consideration but do not automatically disqualify.
13. Will my resignation affect my ex-colleague’s reference for me?
Your professional relationship with colleagues who may serve as references is affected by how you handle the resignation and notice period, not by the resignation itself. Colleagues who observed a thorough, professional exit process are willing to provide positive references. Colleagues who experienced an abandoned handover or a disengaged notice period are less willing.
14. How do I resign if I am currently on an international deputation?
Resign through the same HRMS process regardless of your current location. Inform the manager (in person or by call) before submitting the formal resignation. The notice period and handover apply whether you are in India or abroad. If your deputation end date is approaching, coordinate the resignation timing with the deputation end to simplify the logistics.
15. What if my last employer’s name is different from what appears in my Infosys experience letter?
Infosys’s experience letter will state “Infosys Limited” or “Infosys BPM Limited” depending on which entity employed you. If you worked for Infosys Limited, the letter will be from Infosys Limited; if for Infosys BPM, from Infosys BPM. For background verification purposes, ensure that your resume correctly states the legal entity name that matches the experience letter.
The Complete Resignation Timeline: Day by Day
A resignation from decision to full clearance spans approximately 90 to 150 days. Understanding each phase prevents surprises and last-minute scrambles.
Before Resignation Day (Preparation Phase): 2-4 Weeks Before
These activities happen before the resignation is submitted:
Week -4 to -3: Collect all Infosys HR documents. Download payslips for all years from InfyMe. Download Form 16 for all completed financial years. Photograph or scan the original offer letter, appointment letter, and any promotion letters. Verify the UAN and PF balance in the EPFO portal. Check leave balance in InfyMe.
Week -2: Confirm the new offer letter is signed and in hand. Calculate the LWD (resignation date + notice period). Confirm the LWD aligns with the new joining date or that buyout / early release arrangements are in place. Brief the manager verbally on the same day as the formal submission.
Resignation Day (Day 0):
Morning: Manager conversation (in person or call). Same day: Formal resignation submitted through HRMS. Same day: Written resignation letter emailed to manager and HR (optional but recommended). Confirm: system acknowledgment received and LWD confirmed in the portal.
First Week After Resignation (Days 1-7):
Receive and review the HRMS acknowledgment with the confirmed LWD. Begin the exit clearance process - identify all departments that need to sign off (IT assets, library, transport, finance) and initiate each. Begin the handover document draft. Schedule knowledge transfer sessions with the handover recipient. If requesting early release or buyout, initiate the formal request in the HRMS.
Notice Period Phase (Days 8-75 for 90-day period):
Continue delivering on all project commitments fully. Complete the handover document progressively rather than in the final week. Conduct knowledge transfer sessions. Update and commit all code. Prepare client introduction emails for the handover recipient. Ensure all recurring activities are documented. Begin exit clearance sign-offs from each department.
Final Notice Period Weeks (Days 76-90):
Complete and finalize the handover document. Complete all knowledge transfer sessions. Final code commit and cleanup. Ensure all exit clearance departments have signed off. Confirm FnF components with HR (request the calculation preview if available). Return all company assets (laptop, access cards, any other equipment).
Last Working Day:
Complete all access revocations and credential handovers. Return physical company property with acknowledgment receipt. Send the team goodbye email. Ensure the clearance form shows all departments signed off. Confirm with HR that the system shows the last working day correctly.
Post-Last Working Day (Days 91-150):
Days 91-120: FnF processing. Follow up with HR on timeline if not received within 45 days. Days 120-150 (typical): FnF credited to salary account. Relieving letter and experience letter issued through HRMS. Days 130+: Initiate PF transfer to new employer’s account. Days 150+: If documents not received by now, escalate through Sparsh.
Notice Period Management: Making the Most of the Transition
The 90-day notice period is a significant professional transition. How it is managed affects both the quality of the departure and the quality of the reference.
The Productivity Challenge:
Once the resignation is submitted, motivation drops for most people. The work is almost done; the new opportunity is exciting; the current project feels less relevant. This is a predictable psychological pattern, and it produces exactly the poor notice period experience that creates lasting damage to the professional reputation.
The most valuable professional discipline during the notice period: treat each week as if the appraisal depended on it. The manager who is evaluating the notice period performance is also the person who will be answering background verification calls and serving as a reference. The quality of the notice period directly determines the quality of the reference.
The Handover as the Primary Notice Period Goal:
Reframe the notice period: its primary purpose is not continued project delivery (though that is still expected) but comprehensive handover. Measure each week’s success by: how much the handover document has improved, how much knowledge has been transferred to the replacement, and how close the project is to being able to continue without you.
This reframe creates a sense of purpose and completion that sustains productivity through the notice period.
Managing the Team Dynamic:
After the resignation is announced, the team dynamic changes. Colleagues may be wondering whether they should also leave; they may be curious about the new opportunity; they may be nervous about the impact of the departure on the project. Navigate this professionally: keep the focus on the work, avoid encouraging others to leave, and resist the temptation to recruit colleagues to the new employer (which creates legal and professional complications).
The Manager Relationship During Notice:
The relationship with the manager during the notice period can be either the most professionally awkward of the tenure or the most productively honest. The manager who has been managing the team member well will appreciate the transparent resignation and will focus on making the transition work. The manager who is hurt by the departure may make the notice period difficult.
If the manager is making the notice period professionally difficult (reducing responsibilities inappropriately, withholding access needed for handover, creating administrative obstacles), address it directly: “I want to ensure this transition is as smooth as possible. Is there something I can do differently to make the notice period more productive?”
If the manager’s behavior reflects genuine grievance about the departure, the HR channel is available. An employee who is being managed poorly during the notice period in retaliation for resigning has the right to raise this with the HRBP.
The Legal Framework Around Resignation in India
Understanding the legal framework provides context for the enforceability of notice period requirements and the statutory obligations both the employee and Infosys have.
The Employment Contract and Notice Period:
The notice period in the appointment letter is a contractual obligation. Both the employee and the employer are bound by it. If the employee leaves without serving the notice period and without paying the buyout, Infosys can theoretically pursue legal remedies for breach of contract. In practice, large IT companies rarely pursue legal action for notice period breach when the employee pays the buyout; the legal and reputational cost of pursuing individual employees is disproportionate.
However, the notice period is not an empty formality. The most practical enforcement mechanism is not legal action but the withholding of the relieving letter and experience letter until the notice period obligation is fulfilled (through service or buyout).
The Payment of Gratuity Act:
As described in the PF and Gratuity guide, gratuity is a statutory payment required under the Payment of Gratuity Act, 1972. If an employee who has completed five years resigns and Infosys withholds gratuity, the employee has a legal remedy through the Controlling Authority under the Payment of Gratuity Act.
The Non-Compete and Non-Solicitation Clauses:
Some Infosys appointment letters include non-compete or non-solicitation clauses. The enforceability of non-compete clauses under Indian law is limited: Indian courts have historically been reluctant to enforce non-compete clauses that prevent employees from working in their field after employment, viewing such clauses as restraint of trade.
Non-solicitation clauses (prohibiting the former employee from soliciting Infosys clients or employees for a defined period) are somewhat more enforceable than broad non-compete clauses, but the practical enforcement is still limited.
If your appointment letter contains such clauses and you are concerned about their implications for joining a competitor or working with former clients, consult a lawyer in the relevant jurisdiction. Do not assume they are either fully enforceable or completely unenforceable without proper legal advice.
The Statutory Documents:
Infosys is legally obligated to issue the experience letter and relieving letter to an employee who resigned in good standing (served the notice period or paid the buyout and completed the clearance). The withholding of these documents without legitimate grounds (outstanding dues, incomplete clearance) is not permissible under Indian labor law, and the employee has legal recourse through the appropriate labor authorities.
The Resignation and Tax Planning
The timing of resignation has tax implications that are worth understanding before submitting the formal resignation.
The Financial Year Consideration:
The FnF settlement is taxable as income in the year of receipt, not the year of the last working day. A resignation in February that produces an FnF payment in April places the FnF income in the new financial year. A resignation in February that produces an FnF in March places it in the current financial year. The difference can affect the applicable tax bracket.
If the FnF is likely to push the total annual income into a higher bracket in either year, timing the resignation by a few weeks to shift the FnF into the lower-bracket year produces real tax savings.
Variable Pay and Resignation Timing:
As noted in the Before You Resign checklist, the variable pay for the assessed year is typically released in April/May. An employee who resigns in March with a last working day in June receives the variable pay (released in April/May) before their last working day. An employee who resigns in April with a last working day in July is also likely to receive the variable pay before the last working day.
An employee who resigns in February with a last working day in May, where the variable pay is released in April, should receive the variable pay as it is released before the LWD. Confirm with HR whether the variable pay for the current appraisal cycle will be included in the FnF or paid separately at the standard release timing.
The Form 16 Timing:
Form 16 (the TDS certificate from the employer) is issued for the financial year April to March. An employee who leaves during the year receives a Form 16 for the portion of the year they were at Infosys. This Form 16 covers both salary income and the FnF components (leave encashment, gratuity if taxable, any taxable components of the settlement).
For income tax return filing, both the Infosys Form 16 (for the Infosys employment period) and the new employer’s Form 16 (for the new employment period) are needed to compute the year’s total income correctly.
The Resignation Letter Template
A professional, effective Infosys resignation letter that balances formality, brevity, and genuine appreciation.
[Date]
To, [Manager Name] [Designation] Infosys Limited
Dear [Manager Name],
I am writing to formally notify you of my resignation from my position as [Your Designation] at Infosys Limited, effective [Last Working Day Date, i.e., today’s date + notice period].
I have submitted the formal separation request through the iReSIGN portal as required by Infosys’s resignation process.
I am committed to completing a thorough handover during the notice period to ensure a smooth transition for the team and the project. I will work closely with you to identify a suitable handover plan and will make every effort to minimize disruption to ongoing work.
Working at Infosys has been a valuable professional experience. I am grateful for the opportunities I have had, the colleagues I have worked with, and the skills I have developed during my time here.
Thank you for your support and guidance. I wish the team and the project continued success.
Yours sincerely, [Your Full Name] Employee ID: [Your Employee ID] Contact: [Your Email]
Notes on the letter:
Do not mention the new employer by name unless asked. Do not explain why you are leaving in detail. Do not include grievances or criticisms. Do not use a template with excessive flattery that does not reflect genuine sentiment. Do adapt the specific language to your actual relationship with the manager and your actual tenure experience.
The Sparsh Helpdesk: Your Primary Post-Resignation Support Tool
The Sparsh HR helpdesk is Infosys’s internal HR support system and the primary channel for resolving any issues that arise during and after the resignation process.
What Sparsh Can Help With:
FnF settlement queries and discrepancy resolution. Relieving letter and experience letter status and delay escalation. Exit clearance sign-off tracking. Variable pay status during the resignation period. PF account update and exit date queries. Notice period and buyout documentation. Any HR process issues that arise during the exit.
How to Use Sparsh Effectively:
When raising a Sparsh ticket, include: your employee ID, the specific issue with as much detail as possible, any documentation supporting your query, and the specific resolution you are requesting. Vague tickets (“I have a problem with my FnF”) take longer to resolve than specific ones (“My FnF calculation sheet shows leave encashment of Rs. X. Based on my leave balance of Y days visible in InfyMe as of my last working day, and my basic salary of Rs. Z, the expected leave encashment is Rs. A. Could you verify and correct the calculation?”).
Follow up on Sparsh tickets that have not been updated within 5 business days. Escalate open tickets that are older than 10 business days to the HRBP directly.
After leaving Infosys, Sparsh access may be limited. The standard channel for former employees is the dedicated HR email or helpdesk contact for former employees, which the exit team provides as part of the exit communication.
Summary: The Twelve Most Important Things About Resigning From Infosys
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Have the new offer letter signed before resigning. Never resign on a verbal offer.
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Calculate the notice period vs joining date before submitting. The math must work before the resignation is official.
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Inform the manager directly before the HRMS submission. The system notification is not the right way for the manager to find out.
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The notice period is 90 days for most employees. Verify the specific period in your appointment letter.
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Buyout is available if needed. The new employer can pay the buyout; it should be in the offer letter.
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Counter-offers are common and usually should be declined. The reason for leaving usually does not change with more money.
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The handover is the professional legacy. A complete handover preserves the relationship and the reference.
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The exit interview should be honest and constructive, not cathartic. Venting in the exit interview creates complications without changing anything.
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FnF arrives in 45-60 days. Verify every component when it comes.
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Relieving letter and experience letter come after FnF and exit clearance. Start the clearance process early, not on the last day.
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Transfer the PF, do not withdraw. Premature withdrawal is taxable and destroys long-term compounding.
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The professional relationships from Infosys have 30-year career value. Leave in a way that preserves them.
Article 28 of the InsightCrunch Infosys Series. Read all 30 articles at insightcrunch.com for the complete guide to every stage of the Infosys career journey.
What Happens to Your Infosys Email and System Access After Resignation
A practical concern most employees forget until the last day: what happens to the digital access that has been part of daily work life.
Infosys Email:
The Infosys corporate email account is deactivated on the last working day. Any professional communications that come to the Infosys email after deactivation are not accessible. Before the last working day: export any professionally relevant email threads (keeping within data security policies - no client data), note contact details of professional connections from the Infosys email thread history, and inform key professional contacts of your personal email or new work email where appropriate.
HRMS and InfyMe Access:
Access to InfyMe and the HRMS may be limited after the last working day. However, Infosys typically maintains a “former employee” portal or a specific access mechanism for former employees to access their payslips, Form 16, and retirement account documentation for a defined period after separation.
Confirm with HR before the last working day: how to access payslips and Form 16 after separation, and how to access the FnF calculation and settlement documentation through the system once the accounts are deactivated.
PF Portal Access:
The UAN portal (unifiedportal-mem.epfindia.gov.in) is not Infosys-specific; it is the government EPFO portal accessed with your UAN and password. UAN portal access continues after leaving Infosys because the UAN is yours, not Infosys’s. Ensure the UAN is activated and the password is remembered before the last working day.
LinkedIn and Professional Network:
Update LinkedIn with the end date for Infosys employment shortly after the last working day. Inform professional connections of the departure and new role (where appropriate). The InMail contact from colleagues who want to stay in touch through LinkedIn is the primary post-employment professional network maintenance tool.
The Resignation Experience: What Different Employees Report
The following patterns are composites drawn from the common resignation experiences at Infosys. They illustrate the range of how the process plays out.
The Smooth Exit:
Ananya had been at Infosys for 4 years, had received consistent Band 2 ratings, and had a strong relationship with her team lead. She received an offer from a GCC and informed her team lead respectfully before submitting the HRMS resignation. The team lead was disappointed but supportive. The full 90-day notice period was served. The handover document she prepared was 22 pages and covered every component of the data pipeline she had built. The team lead’s reference to the GCC’s background verification team was warmly positive. FnF arrived in 38 days. Relieving letter arrived on day 42.
The Difficult Notice Period:
Rahul was a critical Java lead on a project at a sensitive stage when he resigned. The delivery manager made the notice period difficult: limited his responsibilities, excluded him from client calls that he had been attending for two years, and made it clear through indirect communication that the departure was unwelcome. Rahul continued performing professionally, completed the handover, and left on schedule. The relieving letter was delayed by three weeks compared to standard. The background verification reference from the delivery manager was neutral rather than positive. Rahul noted this as a lesson in the importance of timing: he could have waited two months for a more natural project break point.
The Absconder:
Karthik received an offer in a competitive market and needed to join in two weeks. He submitted a resignation, did not pay the buyout, and stopped reporting to work after one week. Infosys marked him as absconded after a week of no-show without communication. His experience letter and relieving letter were withheld. His future employer’s background verification discovered the absconding mark. The employment was confirmed but the circumstances were noted. He was asked to explain the situation in an HR interview at his new employer, which he found professionally uncomfortable.
The Resignation Near Variable Pay:
Priya carefully timed her resignation to ensure she received the variable pay for the year. She submitted her resignation on April 20 (after the variable pay was credited on April 15) and served the full 90-day notice period. Her FnF included the last month’s salary, leave encashment for 22 days, and gratuity (she had 5 years and 2 months of service). The total FnF was approximately Rs. 3.4 lakhs. She verified every component against her calculations before acknowledging the settlement.
These scenarios illustrate that the resignation experience is highly variable and largely within the employee’s control through how they handle each stage.
The Post-Exit Financial Checklist
After the last working day, several financial matters require attention that employees often neglect until they create problems.
Immediately After Last Working Day:
- Confirm the FnF timeline with HR (get an expected date)
- Download any remaining payslips from InfyMe (before access is deactivated)
- Download Form 16 for all completed years (before access is deactivated)
- Confirm UAN access and PF balance
- Check health insurance end date and arrange bridge coverage
- Update bank account details if changing banks (FnF credited to salary account)
After FnF Receipt:
- Verify FnF calculation against the checklist in this guide
- Raise any discrepancies with HR within 7 days of receiving the FnF
- File the FnF calculation sheet for tax records
- Note the FnF taxable components for income tax filing
After Relieving Letter Receipt:
- Review the relieving letter for accuracy (dates, designation)
- Save a digital copy in a secure location
- Provide the relieving letter to the new employer’s HR for joining formalities
- Review the experience letter for accuracy (dates, designation history)
- Provide the experience letter to the new employer
PF Management:
- Confirm Infosys has updated the exit date in EPFO (check UAN passbook within 4 weeks)
- Initiate PF transfer to new employer’s account once new PF member ID is confirmed
- Track transfer status through UAN portal
- If transfer not complete in 8 weeks, raise EPFiGMS grievance
Income Tax:
- Collect Form 16 Part A and B from Infosys for the departure year
- Submit investment declaration to new employer for the remainder of the financial year
- File income tax return for the year including both Infosys and new employer income
- Report FnF components correctly (leave encashment, gratuity exemption)
Completing this checklist ensures that the financial closure from Infosys is clean and that no document or payment slips through the gaps of the transition period.
The Complete Infosys Resignation Reference Card
A single-page quick reference covering all key facts.
Standard Notice Period: 90 days (verify in appointment letter)
Resignation Submission: Through HRMS portal (InfyMe resignation/separation module)
Sequence: Manager conversation first → HRMS submission same day
Early Release: Request in HRMS; requires manager and HR approval
Buyout Amount: (Monthly Gross / 30) × Remaining Notice Days
Buyout Coverage: Negotiate with new employer at offer stage; must be in offer letter
FnF Components: Last salary + Leave encashment + Gratuity (if 5 years) - Deductions
FnF Timeline: 45-60 days from last working day
FnF Verification Formula: Each component separately vs expected calculation
Relieving Letter: Issued after FnF + exit clearance complete
Experience Letter: Issued simultaneously with or shortly after relieving letter
Leave Encashment: (Basic / 26) × Encashable Leave Days
Gratuity: (Basic × 15 × Years) / 26; only if 5+ years service
PF After Exit: Transfer to new employer via UAN portal; do not withdraw unless necessary
Exit Clearance: Initiate 2 weeks before LWD; all departments must sign off
Support Channel: Sparsh HR helpdesk for all resignation-related queries
What Cannot Be Withheld (Legitimately): Relieving letter, experience letter, PF release (after clearance and buyout payment)
What Can Be Withheld Legitimately: Relieving letter until outstanding dues are settled and clearance is complete
When Resignation Goes Wrong: Common Mistakes and How to Avoid Them
The following are the mistakes that create the most lasting professional and financial damage during the Infosys resignation process.
Mistake 1: Resigning Before the Offer Letter Is Signed
The consequences: the new offer falls through, the resignation is in the system, and you are now either trying to rescind a formal resignation (which is professionally awkward and not guaranteed to be accepted) or unemployed.
Prevention: never submit the HRMS resignation until the signed offer letter, with all terms confirmed (designation, CTC, joining date), is in your hands.
Mistake 2: Not Calculating the Notice Period vs Joining Date
The consequences: you realize after resignation that the 90-day notice period makes your joining date impossible for the new employer, and the buyout arrangement was not discussed or covered.
Prevention: calculate the LWD before discussing the resignation with the manager. Have the buyout conversation with the new employer before the resignation.
Mistake 3: Negative Social Media Posts During the Notice Period
The consequences: posts criticizing Infosys, the project, or colleagues during the notice period are visible to current and former colleagues, managers, and potentially future employers. They create lasting reputational damage and may accelerate a difficult notice period.
Prevention: maintain public professionalism throughout. Personal feelings about the employer are for private channels, not public platforms during or after the notice period.
Mistake 4: Taking Excessive Leave During the Notice Period
The consequences: the project handover is incomplete, the manager’s opinion of the departure is negative, and the reference quality suffers.
Prevention: treat the notice period as a professional obligation, not a transition vacation. Significant leave during the notice period is only appropriate for genuine necessity.
Mistake 5: Not Verifying the FnF Within the Window
The consequences: a calculation error discovered six months after settlement is much harder to correct than one raised within a week of receiving the FnF.
Prevention: verify the FnF calculation using the formulas in this guide within 7 days of receipt and raise any discrepancies immediately.
Mistake 6: Accepting the Counter-Offer Without Addressing the Real Reason for Leaving
The consequences: the underlying reasons for leaving are not addressed by the counter-offer, and the employee departs 12 to 18 months later anyway, but now from a weaker negotiating position and having declined the previous opportunity.
Prevention: be honest with yourself about the real reason for leaving. If it is addressable by a counter-offer (salary), evaluate seriously. If it is not (trajectory, work type, specific opportunity), decline the counter-offer.
Mistake 7: Forwarding Client Data or Code to Personal Devices “For Reference”
The consequences: this is a security violation that Infosys can and does pursue legally in serious cases. “Reference material” is not a valid defense for exporting client proprietary data.
Prevention: do not forward any client data, code, or proprietary information to personal devices or email. The new employer’s projects are different; the reference to old code is rarely as useful as imagined.
The Emotional Dimension of Leaving Infosys
Leaving a job where you have spent two to seven years is an emotional event that the professional process of resignation does not acknowledge. Acknowledging it here, because it affects how the process is navigated.
The Ambivalence:
Most employees who resign from Infosys feel a genuine mix: excitement about the new opportunity, anxiety about the unknown, nostalgia for the team and the professional identity built at Infosys, and sometimes guilt about leaving colleagues in the middle of a critical project. All of these are normal.
The professional risk is when the emotional complexity bleeds into the resignation process: the guilt produces over-promising during the notice period (committing to things that will not be possible in the notice window), the nostalgia produces wobbling about the decision (creating signals to the manager about counter-offer receptiveness that you did not intend), or the anxiety about the new role produces clinging to the familiar current role past the point of genuine commitment.
The One-Decision Rule:
Once the decision to leave is made and the offer letter is signed, the decision is made. The notice period is the execution of that decision, not a continued deliberation. This clarity produces a cleaner notice period: you are not mentally half-in-half-out; you are fully committed to the transition.
The Professional Grief:
Leaving a team with which you have built genuine relationships is a form of professional grief. Allow this to be felt without letting it derail the professional process. The goodbye email, the farewell lunch if the team organizes one, and the LinkedIn connections that persist after departure are all legitimate expressions of the value of the professional relationships formed. They coexist with the decision to move forward.
Related Articles in the InsightCrunch Infosys Series
The resignation process connects to several other articles in the series:
The Infosys Work Culture and Exit guide (Article 8) covers the workplace culture context that shapes the resignation experience and provides additional perspective on the exit process.
The Infosys PF Withdrawal and Gratuity guide (Article 20) provides the complete PF management guide for the post-resignation period, including the transfer process, the withdrawal option, and the EPS scheme certificate.
The Infosys Salary Structure guide (Article 2) covers the FnF component calculations in the context of the overall Infosys compensation structure.
The Infosys Lateral Hiring guide (Article 23) covers the negotiation for the new role that typically precedes the resignation: offer letter terms, notice period buyout coverage, and how to negotiate the transition effectively.
Together, these four articles cover the complete financial and process dimension of leaving Infosys: from the decision through the transition to the post-departure documentation management.
Article 28 of the InsightCrunch Infosys Series. The series covers the complete Infosys career journey across 30 articles at insightcrunch.com.
Special Situations: Resignation Under Difficult Circumstances
Some resignations happen under circumstances that are more complex than the standard voluntary departure. The following addresses specific difficult scenarios.
Resigning During a Performance Improvement Plan:
An employee on a PIP who receives an external offer should resign through the normal process. The PIP status does not prevent resignation; an employee is always free to resign regardless of performance management status.
The only complication: if the PIP was initiated recently and the service bond amount (if applicable from the Mysore period) is being calculated, the circumstances should be discussed with HR to understand any financial obligations.
The experience letter for an employee who resigned during a PIP will confirm employment dates and designation but will not mention the PIP. Background verification typically confirms employment without disclosing internal performance management status.
Resigning When a Disciplinary Investigation Is Ongoing:
If a formal disciplinary investigation is underway at the time of resignation, the resignation complicates the investigation. Infosys may delay the issuance of the relieving letter until the investigation is concluded. The outcome of the investigation may affect the terms of the departure.
If a disciplinary investigation is ongoing and you are considering resignation, it is worth consulting with a labor lawyer before submitting the formal resignation to understand the specific implications.
Resigning After a Negative Appraisal:
Resigning after receiving a poor appraisal rating is a natural response. The resignation process is identical to any other resignation. The one consideration: if the poor appraisal was unjust and you are considering both challenging the appraisal and resigning, the appraisal challenge process (described in Article 26) can run simultaneously with the resignation notice period, though its resolution is unlikely within the notice window.
Resigning and Rejoining Competitors:
Some appointment letters contain non-solicitation clauses that prohibit joining a named competitor for a specific period (typically 6-12 months). As noted in the legal framework section, the enforceability of these clauses under Indian law is limited. However, the existence of such a clause should be noted and the joining of a specific competitor should be considered in the context of the specific clause language.
The Complete Resignation Checklist: All 30 Action Items
Use this comprehensive checklist to manage every action item across the full resignation timeline.
Before Resigning:
- New offer letter signed and in hand
- LWD calculated and confirmed feasible for new joining date
- Leave balance checked in InfyMe
- Variable pay timing checked (will it be received before LWD?)
- Vesting schedule checked (any events in the next 30 days?)
- All payslips downloaded from InfyMe
- All Form 16s downloaded
- Offer letter and appointment letter photocopied/scanned
- UAN activated and PF balance verified
- Buyout or early release arrangement confirmed with new employer if needed
On Resignation Day:
- Manager conversation held before HRMS submission
- HRMS resignation form submitted
- System acknowledgment received
- LWD confirmed in system
- Written resignation letter sent to manager and HR (optional but recommended)
During Notice Period:
- Exit clearance process initiated (all departments)
- Handover document drafted and progressively completed
- Knowledge transfer sessions scheduled and conducted
- All code committed and documented
- Client introduction emails drafted for handover recipient
- Exit interview conducted with HRBP
- All exit clearance departments have signed off
Last Working Day:
- All accesses revoked and credentials transferred
- Company assets returned with acknowledgment
- Goodbye email sent
- Digital farewell to professional connections noted
- InfyMe access for former employees confirmed with HR
Post Last Working Day:
- FnF calculation verified when received
- Discrepancies raised within 7 days
- Relieving letter accuracy checked
- Experience letter accuracy checked
- PF exit date updated in EPFO (verify within 4 weeks)
- PF transfer initiated to new employer
- Health insurance bridge coverage secured
- Income tax planning for FnF lump sum
Every item on this checklist represents a specific action that, if missed, creates a complication. The checklist completed is the resignation completed.