Notice Period Buyout and Gratuity: What You're Actually Owed When You Resign in India

When you resign and cannot serve your full notice period, your employer can recover the shortfall from your final salary. This is called a notice period buyout, you are paying the company for the days you did not work. The amount is calculated on your basic salary, not your CTC. If your offer letter says "one month's notice" and your basic is ₹40,000, you owe roughly ₹40,000 minus the days you did serve. Read your appointment letter carefully: some companies calculate on gross salary, and that clause, if signed, is enforceable.
The reverse also applies. If the company asks you to leave before your notice period ends, they owe you salary for the remaining days. Most employees do not claim this. They should.
Gratuity is governed by the Payment of Gratuity Act, 1972. The single most misunderstood rule: you must have completed five continuous years of service with the same employer to be eligible. Five years means 4 years and 240 days for employees working a six-day week, or 4 years and 190 days for a five-day week, the Supreme Court clarified this in the 1990 judgment in Mettur Beardsell Ltd. v. Regional Labour Commissioner. The fifth year does not need to be fully completed if you cross those day thresholds.
The formula is straightforward: (Last drawn basic salary + dearness allowance) x 15 x number of years of service, divided by 26. The divisor 26 represents working days in a month. The Act caps the maximum gratuity at ₹20 lakh, though many private employers pay above this voluntarily.

Gratuity is calculated on basic salary plus dearness allowance only. HRA, special allowance, performance bonus, and other components of your CTC do not enter the calculation. This is where most employees discover that their effective gratuity is significantly lower than they estimated. A person drawing ₹1.5 lakh per month CTC with a basic of ₹35,000 will have gratuity calculated on ₹35,000, not ₹1.5 lakh.
Chanakya wrote in the Arthashastra that a king must pay his officers exactly what was agreed, no more, no less, because vagueness in compensation breeds resentment that outlasts the transaction. The principle applies in the opposite direction too: employees who do not know their own salary structure cannot hold anyone accountable to it. Know your basic. It is the number your employer will use when it matters.

The Payment of Gratuity Act allows an employer to forfeit gratuity, partially or fully, under two conditions: if the employee is terminated for misconduct causing financial loss to the company, or if the employee is convicted of an offense involving moral turpitude. Resignation does not forfeit gratuity. Neither does a poor performance review. Employers sometimes imply otherwise. They are wrong, and the claim is actionable before the Controlling Authority under the Act.
If your employer refuses or delays gratuity beyond 30 days of it becoming payable, they owe you simple interest at the rate notified by the government. File a claim with the Assistant Labour Commissioner in your jurisdiction. The process is free and does not require a lawyer for straightforward cases.

There is no single central law mandating a specific number of days for full and final settlement across all industries. The Payment of Wages Act, 1936 requires that wages be paid within two working days of termination for establishments covered under it. For others, most companies set 30 to 45 days as internal policy, and many state-specific Shops and Establishments Acts impose their own timelines. Karnataka's Shops and Establishments Act, for instance, requires payment within two days of the last working day for monthly-rated employees.
Your full and final settlement must include: unpaid salary for days worked, leave encashment for earned leave balance, notice period salary if the company relieved you early, and gratuity if eligible. Get the breakdown in writing before signing any no-dues certificate. A signed no-dues certificate can complicate any subsequent claim.
The notice period buyout and gratuity are not separate bureaucratic headaches, they are two sides of the same calculation your employer runs the moment you submit your resignation. The employee who understands both numbers before that conversation starts is the one who walks out with the correct settlement, not the one the HR email described.