How Can We Legally Adjust First Month Salaries to Prevent Early Employee Turnover?

Dear HR professionals,

We are facing a problem in our organization where people join, take one month's salary, and due to various reasons, leave the company. Consequently, the training provided, the one month's salary incurred, and the hiring efforts all go to waste. Therefore, we seek your suggestions for measures that are legal, compliant, and can help address this issue.

Exploring Salary Adjustment Strategies

For example, I am exploring ideas such as providing 50% of the salary to new employees in their first month and the remaining amount in subsequent months. Another approach could be to initiate training for new hires without providing their full salary during that period, with the remaining amount to be compensated over the following months. How can we implement such strategies effectively? Your prompt response is highly appreciated.

Feasibility of Adjusting Salary Payment Dates

Is it feasible to adjust the salary process so that if an employee joins on a date other than the 1st of the month, their salary is paid along with the next month's salary? I have observed this practice in reputable organizations and wonder if it aligns with compliance regulations. Your insights on this idea would be valuable.

Thank you for your assistance in tackling this urgent matter.

Sincerely

This is seen in many companies as the attrition rate is higher. You can do the following things:

1. Implement a Bond System (Take a security deposit amount and return it after the prescribed period, requiring the employee to work until that period is completed).
2. Create a healthy and happy culture that all employees love.
3. Conduct Exit Interviews and focus on the issues discussed.
4. Hold weekly meetings to discuss matters with employees.

I personally feel that the first option should not be used, but if the situation is out of control, then consider implementing it.