Quick answer: Under Section 17(2) of the Code on Wages, 2019, wages due on resignation, dismissal, retrenchment or closure must be paid within two working days. A full and final settlement adds the final month's salary, leave encashment, gratuity if eligible and pro-rated bonus, minus notice shortfall and advances. Total deductions cannot exceed 50% of wages. Work out your own figure with the full and final settlement calculator.
Most people leaving a job in India expect their final settlement in six to eight weeks. The law says two working days. Section 17(2) of the Code on Wages, 2019, one of the four new Labour Codes, is explicit about it, and very few employees know the provision exists. This guide covers what actually goes into a full and final settlement, how each part is worked out, what your employer may and may not deduct from it, and what to do when the money does not arrive.
The two-day rule
The provision is short and leaves little room:
"Where an employee has been removed or dismissed from service; or retrenched or has resigned from service, or became unemployed due to closure of the establishment, the wages payable to him shall be paid within two working days of his removal, dismissal, retrenchment or, as the case may be, his resignation."
Four things about it are worth noticing.
It covers resignation. This is not limited to dismissal or retrenchment. An employee who resigns is covered in the same sentence.
The clock runs from separation, not from clearance. Two working days from your last working day — not from the day IT collects the laptop or finance closes its month.
It applies to wages. Wages as defined in Section 2(y) — Basic, DA and retaining allowance, with the 50% floor. Gratuity and leave encashment sit under their own provisions and are usually settled alongside, but the two-day clock attaches to wages.
Historic practice was 45 to 60 days. Many payroll teams still run on that cycle. The gap between practice and the provision is exactly why this is worth knowing.
What goes into a full and final settlement
| Payable to you | Recoverable from you |
|---|---|
| Salary for days worked in the final month | Notice period shortfall |
| Leave encashment on the unused balance | Salary advances and loans outstanding |
| Gratuity, if eligible | Joining or retention bonus clawback |
| Pro-rated statutory bonus | Unreturned assets, where policy provides |
| Reimbursements already claimed | Excess leave taken |
| Variable pay, if the scheme allows it on exit | Loss of pay in the final month |
Ask for the settlement as a statement showing both columns and a net figure, and check it against the full and final settlement calculator. A single number with no working is the commonest source of disputes, and almost every dispute is an arithmetic disagreement rather than a real one.
Your final month's salary, and the divisor that decides it
Leave part-way through a month and your salary is pro-rated. There is no single statutory formula, and the divisor your employer uses changes the number materially.
On a gross of ₹1,19,064 a month:
| Method | Divisor | One day is worth |
|---|---|---|
| Calendar days | 30 or 31 | ₹3,969 |
| Working days | 26 | ₹4,579 |
A 26-day divisor makes each day worth 15.4% more
Value of one day's pay on a gross salary of ₹1,19,064 a month
Source: HR Calcy calculation
A 15.4% difference on every single day. Across 15 days that is about ₹9,150, and it is decided by a line in the HR policy rather than by anything you agreed.
The same divisor should apply consistently — to salary earned, to loss of pay, and to notice recovery. An employer paying you on 30 days but recovering notice on 26 is applying two standards in one statement, and that is worth raising.
Leave encashment
Unused earned leave is paid out at exit. The formula in most policies:
Leave encashment = (Basic + DA) ÷ 26 or 30 × unused leave days
Two things that vary and should be checked against your policy: whether encashment is computed on Basic + DA alone or on gross, and whether all accumulated leave qualifies or only leave above a stated floor. Casual and sick leave usually lapse; earned or privilege leave is what gets encashed.
Tax treatment. For government employees, leave encashment at retirement is fully exempt. For everyone else, the exemption is capped at ₹25,00,000 (raised from ₹3,00,000 in 2023), and it is a lifetime limit across all employers, not a per-job one. From 1 April 2026 the exemption sits in Section 19 of the Income-tax Act, 2025 (earlier Section 10(10AA)). Anything above it is taxable as salary. Leave encashed during employment is fully taxable regardless. Value your balance with the leave encashment calculator.
Gratuity
Gratuity is payable under Section 53 of the Code on Social Security, 2020 after five years of continuous service — reduced to one year for fixed-term employees, which is a change many people on contracts do not realise applies to them.
Gratuity = 15 × last drawn wages × completed years of service ÷ 26
Under the Code, "wages" means Basic + DA + retaining allowance, plus any allowances above 50% of total pay, so gratuity can be higher than on Basic + DA alone. See gratuity under the new labour codes, or check your wage figure with the new labour code salary calculator.
Service of more than six months in the final year counts as a full year. For private employees, the tax exemption is capped at ₹20,00,000 as a lifetime limit, now under Section 19 of the Income-tax Act, 2025 (earlier Section 10(10)); above that it is taxable.
Gratuity is an employer obligation and is payable within thirty days of it becoming due. If it has been shown inside your CTC throughout your employment, as it is in most structures at 4.81% of Basic or wages, then you have effectively been funding it, which is worth remembering if you are told it is discretionary.
Notice period: served, short or bought out
Three situations, and the arithmetic differs in each.
You serve the full notice. Nothing is recovered. You are paid normally throughout.
You fall short. The employer recovers pay for the unserved days. Check what the recovery is computed on — Basic, or gross. Many contracts say "salary" without defining it, and gross can be twice Basic. That ambiguity is usually negotiable precisely because it is ambiguous.
The employer waives it. Common when the exit suits both sides, and always worth asking for. A waiver should be confirmed in writing before your last day, not assumed.
Where the new employer buys out your notice, the payment is usually made to you and is taxable in your hands. It is not a reimbursement.
What may be deducted, and what may not
Deductions from wages are not unlimited. Section 18 of the Code on Wages sets out the permitted categories — fines, absence from duty, damage or loss where the employee was accountable, advances, and recoveries the employee has authorised — and caps total deductions at 50% of wages in any wage period.
Practical consequences:
- An unreturned laptop can be recovered where policy provides and the employee was accountable for it — but the amount should be the actual value, not a punitive figure.
- Training costs are recoverable only where a valid bond exists. Many bonds are drafted more aggressively than they could be enforced.
- Performance is not a ground for deduction from earned wages.
- A settlement that nets to zero when substantial wages were earned should be questioned against the 50% cap.
Documents to collect before you go
- Relieving letter and experience certificate — the next employer will ask, and getting them later is much harder.
- Full and final settlement statement, itemised, showing both columns.
- Form 16 for the part-year (Form 130 from tax year 2026-27, under the Income-tax Act, 2025). Your employer must issue it even for a partial year.
- PF details — UAN, and confirmation that the exit date has been updated. Until it is, you can neither transfer nor withdraw. Check the passbook at the EPFO portal.
- Gratuity computation, if eligible.
- Final payslips for the year, to reconcile against Form 16 and your Annual Information Statement (AIS).
Transfer your PF rather than withdrawing it. Withdrawal before five years of continuous service is taxable, and service periods across employers aggregate when you transfer.
When the settlement does not arrive
A sequence that works, in order, with everything in writing:
- 1. Email HR and payrollCite Section 17(2) and ask for the itemised statement. Most delays end here, because the provision is rarely disputed once quoted.
- 2. Escalate internallyWrite to the HR head, referencing the first email.
- 3. Approach the Labour CommissionerClaims under the Code on Wages are filed with the authority appointed under Section 45. Contact details for state labour departments are on the Ministry of Labour and Employment site.
- 4. Use the gratuity route for gratuityApply to the Controlling Authority under the gratuity provisions; interest is payable on delayed amounts.
Keep the resignation acceptance, the last working day confirmation, your final payslips and every email. A documented sequence is what makes a claim straightforward.
Running exits under the new Codes? The free course on salary calculation under the new Labour Codes covers the wage definition behind gratuity and final dues. For a desk reference, the New Labour Codes practical guide (eBook) covers all four Codes. Test yourself with the Labour Codes quiz.
Frequently asked questions
How long does a company have to settle full and final in India?
Two working days from separation, under Section 17(2) of the Code on Wages, 2019. The provision covers resignation as well as removal, dismissal, retrenchment and closure. Many employers still run on the older 45 to 60 day practice, but that is custom rather than the legal position.
Is the two-day rule applicable if I resign rather than being terminated?
Yes. Section 17(2) names resignation explicitly alongside removal, dismissal and retrenchment. The clock runs from your last working day, not from the completion of exit clearance formalities.
How is my last month's salary calculated if I leave mid-month?
Pro-rated, but the divisor matters. On a ₹1,19,064 gross, a calendar-day divisor makes one day worth ₹3,969 while a 26-day divisor makes it ₹4,579 — a 15.4% difference on every day. Check which your employer uses, and that the same divisor applies to both what you earn and what is recovered.
Is leave encashment taxable when I resign?
Partly. For non-government employees the exemption is capped at ₹25,00,000, raised from ₹3,00,000 in 2023 and now under Section 19 of the Income-tax Act, 2025, and it is a lifetime limit across all employers rather than per job. Amounts above it are taxable as salary. Leave encashed during employment rather than at exit is fully taxable.
Do I get gratuity if I leave before five years?
Normally no — Section 53 of the Code on Social Security, 2020 requires five years of continuous service. The exception matters: fixed-term employees qualify after one year. If you are on a fixed-term contract, check this before assuming you are not eligible.
What can my employer deduct from my final settlement?
Only the categories permitted by Section 18 of the Code on Wages — absence from duty, damage or loss for which you were accountable, advances, authorised recoveries and fines — and total deductions cannot exceed 50% of wages for the period. Performance is not a permitted ground for deducting earned wages.
Can notice period recovery be calculated on gross salary?
It depends on what your contract says. Many contracts say "salary" without defining it, and gross can be close to double Basic. Where the wording is ambiguous, the calculation basis is usually negotiable — ask for it in writing before your last day.
Should I withdraw or transfer my PF when I leave?
Transfer it. Withdrawal before five years of continuous service is taxable, and transferring lets service across employers aggregate towards that threshold. Make sure your employer updates your exit date against your UAN first — until they do, neither transfer nor withdrawal will go through.
Can my employer withhold my relieving letter over a settlement dispute?
The two are separate matters, and wages that have been earned are payable regardless. In practice they are often linked, which is why it is better to secure the relieving letter and the itemised settlement statement before your last working day rather than after.
What if my full and final settlement is wrong?
Ask for the itemised statement showing every payable and every recovery. Almost all disputes turn out to be arithmetic — the wrong divisor, leave encashment on Basic rather than gross, a recovery computed on a different basis from the payment. Put the discrepancy in writing with your own calculation attached; that resolves most cases without escalation.
Calculators
- Full and final settlement calculator: adds up every payable and recovery in one statement
- New labour code salary calculator: your wage figure under the 50% rule
- In-hand salary calculator: what your monthly figure should be, to check the final month against
- Gratuity calculator · Leave encashment calculator
- Salary breakup calculator: the structure behind the numbers
- PF / EPF calculator · Income tax calculator
This is general guidance and not legal advice. Notice periods, recovery terms and deduction policies are contractual and vary by employer; enforceability depends on the drafting and applicable state rules. Where a material amount is in dispute, take advice before signing a settlement statement, since signing may be treated as acceptance. Official sources: the Ministry of Labour and Employment, the EPFO and the Income Tax Department.