The whole purpose of signing first and tendering later is so that you can secure a job once you have served your termination notice period.

I personally (and I feel strongly against) find it unethical, to have company’s countering each other. If you want your existing company to counter-offer you, you should have made it known even before you decide to leave the company or if you have decided to leave, just stick with your plan.

Also noteworthy, a company would have consistently dished out increment and bonus to its employee and not wait until the 11th hour before making a counter-offer. The mistake of a person accepting such counter-offer, don’t expect any increment, bonus or even promotion for the next few years down the line (unless of course you decide to resign again and make another threat).

Resignation letter just proceed as normal.

You need to ask from your current employer, how much you should pay, the formula to calculate compensation and which bank account to pay to etc...

I think your future company will just issue a cheque but best you confirm with them.

That's why I did in my ex-company.

Notice period can't be prolonged. What u have agreed is encapsulated in your contract.

If she prolong your notice period ask her to put it in writing. Say you require it in writing before you "consider" to extend your notice period.

Once she give u, take to labour office and file a claim.

if verbally informed then you can just ignore it and follow through with your contract.

Wouldn’t know what your HR will think or do, just read through your contract thoroughly and record any discrepancy in writing.

The reason why we look for a job is because we want to be able to have roof over our head, food in mouth, clothes to wear and etc… Don’t take work personally. If you don’t like your job, you can always walk away.

you have to talk to the management about it.

the terms of the contract are pretty clearly.

not too sure about this issue, my best guess would be you are still required to observe the PCB schedule for monthly tax deductions.

insist on having a confirmation letter. the trouble will go through now, will save you from a migraine that you are going to have when you resign/dispute.

Misleading statement. You should tender your resignation notice and service the notice period. You should serve your notice on 1 Dec, so that you can terminate your employment by 31 December 2015. You will be able to work with the new company from 1 Jan onwards (I note your commencement date is 4 Jan)


I remember my company wanted to impose a certain scheme on all employees, there was a big uproar because it was not stated in the employment contract.

My subsequent company was a bit smarter, they wanted to change the notice period for termination from 1 to 3 months. You have an option to sign or not to sign the letter but it will affect your year-end bonus.

If it’s not in the employment contract you signed, it’s not binding on you. Simple as that.



Talk to your HR, If you wish to serve longer than your notice period. You can plan out your transition with them. If I am management, I don’t mind a staff staying longer for the purposes of handover. Less headache for me to train the news staff.

Very subjective. Some employers allow it, some don’t.

I reserve my comments on this subject matter because it’s out of scope.

Your last day of employment would fall on the 8 Jan 2016.

Whereas your effective date of termination will fall on the 10 Jan 2016 (2 months is about 60 days). See link below:-

http://www.timeanddate.com/date/dateadded....=2&aw=&ad=&rec=

Some companies have policies that allow employees to use leave to set-off notice period and some don’t. In your case, I believe it’s “don’t” allow. Normally what I would have done is, I would apply for leave way before I tender my resignation.

You should discuss with your Management and come to an amicable solution with respect to your departure.

Always remember to have a contract in place, this not only protects you but also ensure that you will be treated fairly in the event of dismissal.

You should be paying the basic salary without EPF and Socso.

I recall the same during my early termination, also you are only required to pay EPF and Socso when you are in an employment.

Early termination doesnt constitute employment.

Am assuming the following:-

(a) you are currently still under an internship arrangement;
(b) your actual employment contract will start on the 1/1/2016.

Technically there is a contract with the company but it has yet to come into effect, you are not subject to the terms contained in the LO (i.e. 1 month notice in lieu of salary for notice to terminate emplyment etc…).

I suggest you talk with your management to come to an amicable solution. Assuming you choose to walk away abruptly, even if your employer doesn’t pursue you in contract, your employer may blacklist you especially on job employment portals.

You may find it very hard to apply for jobs in the future.

9 Feb 2016.

Why not you apply all your 9 days leave within this year 2015 and then tender your resignation tomorrow?

Later your tender and apply for set-off, I don't think HR will allow.

different company got different policies. some allow you to set off during notice period, some say cannot.

i suggest you to apply first now and then only tender your resignation.

a little bit more descriptive about your question please?

why do you need to know the number of days?

are you physically working with your employer now?

Annual leave is included in your notice period BUT it is subject to management approval. That's why some people use leave to offset notice period.

7 days include weekend and public holidays.

if 7 days = normally interpreted as "calendar days".
if 7 working days = normally interpreted as "working days only".

i mean how many days of notice period do i have to give for resignation if i didn't sign any offer letter and confirmation letter?

Looks like a sticky situation.

If no offer/confirmation letter, I would assume 24 hours’ notice is reasonable i.e. I tell my boss I am not coming in to work tomorrow.

Most likely they will threaten you i.e. blacklist you, withhold salary and some will go to the extent you are still subject to company policy… etc

The next question will be how badly you want to leave…

Hi aurora97,
I would like to seek for your professional advice.

I summitted my resignation dated on 14 Dec 2015. I have discussed with HR regarding the last day and confirm with them , and they have issued me the acceptance of resignation letter dated 5th of Jan 2016 with singnature of HR manager.

In the letter, it clearly stated that I have 10 days leave balances, last working day is 22 of January(after deducted the CNY public holiday and annual leave).

Now, the argument is my superior complaint with HR why my last day so early, and they planned to change my last working day to 29th of January because they forfeits my replacement leave and use different way to calculate my last day.

So they want to reissue the acceptance of resignation letter and the reason they gave me is I dint get approval from my superior ,but get approval from superior is not practice in my department. And I also dint get any exit checklist and advise from any party that I must get approval from my superior even I resigned on 1 month ago.

My question is, they got right to reissue the letter ? They send me an email mention want to withhold my salary until my superior approve. HR manager should not issue me the letter without proper checking on my leave and without confirm with my superior.
What should I need to do next? Thank you.

I don’t give professional advice.

Share your concerns in forum with everyone, so that everyone else can feedback to your queries. I think ultimately forum is a place where there is wealth of knowledge you can look for or ask from person who has experience to solve your problems.

That aside...

Now your question.

Tell them… that you will take the letter dated 14 Dec 2015 and go to labour department and ask for advice. Also, make emphasis that they will withhold your salary.

Watch reaction on HR Manager’s face.

Are u given in patient or out patient care?

Both r different entitlements, if you are given in patient care, than u claim for hospitalisation.

If outpatient than it will be MC.

Normally, if employer fire a staff he has to pay 3mth salary in lieu of notice.

In this case, u got asked to leave early during ur notice period. Employers sometime do it especially for a person everyday just come in office stare at ceiling..why pay salary blindly?

Now the question is...
If u fire me, I get 3mths salary. If I tender n u terminate me early, do I get balance remaining month salary?

has noticed been served on you that you are fired?

has your employer indicated that they will not pay you the balance remaining notice period?