Resignation Consequences in case of fixed term Contractual Job??

Hello everyone,

I was working for a company in a contractual basis job. Now, I have got a better opportunity, so I left my previous job. I did not serve any notice period. Will there be any bad consequences as I did not serve a notice period?

In any Fixed-Term Contract of Employment, there would be a provision for unilateral termination of the contract by either party to the contract by fixing a certain notice period. The parties are expected to abide by this notice clause failing, which it would become a breach and consequently entitling the other party to claim liquidated damages that would be equal to the notice period salary. Knowing this provision only, the poster has raised his query, I think. This kind of inconsiderate attitude, coupled with total disregard for contractual obligations on the part of employees, instigates employers to be equally inconsiderate and ruthless in cases that deserve compassion. To avoid bad remarks by the ex-employer in background verification and any legal action for damages by him, it would be better that the poster approaches the ex-employer, explains the reason for the lapse in a convincing manner, and settles the issue of notice amicably.

Thank you, sir, for your valuable inputs. I would like to mention that as per the agreement, if I am not serving the notice period, they can deduct the notice period amount. Can they do anything else apart from deducting the notice period amount? I have submitted all the assets to the company.

Depends on the mood and attitude of the employer. The very purpose of forming a fixed-term contract of employment for a job would be the requirement of a predetermined period, and the selection of a particular person for that job would be to get it successfully completed through his assured stay during the entire period of the contract.

If he just leaves his job all of a sudden without notice under the impression that the employer can deduct his notice salary from his F&F, no sensitive employer would just be content with such a recovery for the exigencies of work may render a suitable replacement impossible, and the employer could have insisted on the employee's actual service rather than compensation.

The poster should always remember that the work exigency clothes the employer with some discretion in the matter of buy-out of the notice period and thus makes him a superior party in the contract of employment. The poster should try to make some amends with a polite approach and convincing reasons for his sudden decision.