The 90-day notice period is one of the most frustrating aspects of the Indian tech job market. International companies typically operate on 2-week or 30-day notice periods; many Indian IT companies enforce 60-90 days, which can complicate offer timelines and negotiation windows. This guide covers how to handle your notice period strategically: how to negotiate it down, how to buy it out, and what happens if you leave early.
Notice period norms for software engineers in India:
30 days: common at smaller companies and startups (Series A and below)
60 days: the most common notice period for mid-level engineers (2-5 years experience) at Indian IT services companies (TCS, Infosys, Wipro, Cognizant, Capgemini) and mid-tier product companies
90 days: increasingly common at senior levels (5+ years) and adopted at many large Indian product companies and MNCs. This 90-day norm is a genuine friction point: international companies and funded startups typically want candidates to join in 30 days.
How the notice period starts: the notice period begins from the date you submit your written resignation letter (to your manager and HR). During this period, you work normally (not on 'garden leave') and typically complete a knowledge transfer (KT) for your replacement.
Your employer can waive some or all of the notice period (called 'early relieving'). You can also negotiate a shorter period or buy out the remaining days.
Notice period reduction tactics:
- Ask on the day you resign: do not wait. On the day you submit your resignation, ask your manager: 'I know my notice period is 90 days, but I wanted to ask whether it would be possible to relieve me in 60 days if I complete a thorough knowledge transfer by then.'
- Complete KT faster than required: offer to document everything, train your replacement, and wrap up critical tasks at an accelerated pace. The employer's core concern is continuity; solve that problem and there is less incentive to hold you.
- Frame it around the company's interest: 'I want to ensure a smooth handover. If I complete all documentation and knowledge transfer by [date], would it make sense to release me then rather than [notice end date]?' This frames your request as solving their problem, not just a personal convenience.
- Be realistic: going from 90 to 60 days is a reasonable ask in a single conversation. Going from 90 to 30 days is much harder unless the role is being eliminated or the team is being restructured.
- Get the reduced notice period in writing: verbal agreement is not enforceable. Confirm via email or in the written acceptance of your resignation.
Notice period buyoutif you cannot serve the full notice period (because the new company has an urgent joining date), your current employer can allow you to 'buy out' the remaining days.
Buyout calculationBuyout = (gross monthly CTC / 30) x number of days remaining
ExampleCTC: 18 LPA Monthly gross: 18,00,000 / 12 = 1,50,000 Daily rate: 1,50,000 / 30 = 5,000 Leaving 30 days early: 5,000 x 30 = 1,50,000 INR buyout
Who pays- Many funded startups and product companies offer to pay the notice period buyout as part of the joining package (as a reimbursement or in the joining bonus) - Ask the new company's HR: 'My current notice period is 90 days. Would you cover the notice buyout if I join in 60 days instead?' - If the new company declines, calculate whether it is worth paying yourself: the salary increase over 1 year will typically far exceed the one-time buyout cost
Get it in writingthe buyout agreement should be documented in your resignation acceptance or a separate HR communication from your current employer.
Consequences of leaving without serving the full notice period:
- Withholding of final settlement: your current employer deducts notice period days from your Full and Final (FnF) settlement. If they do not agree to a buyout and you leave without serving, they deduct the equivalent salary from your last month's payout.
- Background verification (BGV) issues: most Indian product companies and MNCs conduct BGV before or after joining. A negative remark ('left without serving notice period') can be flagged and in rare cases cause the new company to rescind your offer. This risk is highest at companies with formal BGV processes (Infosys, Wipro, TCS, Accenture, IBM, and most FAANG India offices).
- Legal action (rare but possible): your employment agreement may specify that the notice period is a contractual obligation. Breaching it theoretically allows the company to sue for damages; in practice this is extremely rare for regular employment in India.
- Relieving letter: you need a relieving letter and experience letter from your previous employer for BGV. If you leave abruptly, some employers refuse to issue these, which affects your ability to rejoin the formal employment system.
The safe pathnegotiate, buyout if needed, get written documentation of your early relieving date before your last day.
Making the most of your notice period:
- Complete KT thoroughly and professionally: this is your professional reputation. The person you train will be asked about you in your BGV. A thorough, documented KT is the single best thing you can do.
- Do not slow down on work: maintain your normal output and quality until your last day. Your relieving date, reference, and BGV outcome all depend on how you exit.
- Use the time to prepare for the new role: learn the new company's tech stack, read their engineering blog, understand their business model, and prepare specific questions for your first few weeks.
- Keep the relationship intact: do not burn bridges, even if you are leaving because of a difficult manager or team. The Indian tech industry is small; you will encounter these people again.
- Clarify the new joining date in writing: once your relieving date is confirmed with your current employer, immediately confirm it with your new employer in writing. This prevents any last-minute date changes.