Notice period, and the basis the contract states
The time between resignation and the last working day — where recovery for a shortfall must follow what the contract says, not what the policy document prefers.
What it is
The contractual gap between resignation and last working day.
Shortfall recovery
Computed on basic or gross, as the contract specifies — usually per unserved day.
The trap
Recovering on gross when the contract says basic. That is a dispute you will lose.
A notice period is the time between resignation and the last working day, set by the employment contract. If the employee leaves earlier, the employer may recover the shortfall from the settlement, usually calculated on basic or gross as the contract specifies.
How it works in practice
On a 60-day notice with 20 days served, 40 days are recoverable — on the basis your contract states, which is why the contract wording matters more than the policy document.
What to watch for
Recovering on gross when the contract says basic is a dispute waiting to happen.
How Klok handles it
Klok computes shortfall on the basis configured for the grade, and shows the working on the settlement.
Notice period FAQs
Can we refuse to accept a resignation?
You can decline to waive the notice period, which is not the same thing. Requiring the notice the contract provides for is ordinary; refusing to let someone resign at all is not a position that holds.
Can leave be used to serve notice?
Only if your policy permits it, and many deliberately do not — the purpose of notice is handover. Whichever you choose, it must be stated, because employees will otherwise assume it is allowed.
Can we recover notice pay from the F&F settlement?
Yes, where the contract provides for it, and it is the normal mechanism. Show the calculation on the settlement statement rather than presenting a net figure.
Can we insist on notice being served rather than bought out?
You can decline to waive it, but enforcing physical service is difficult in practice. Recovering the shortfall through the settlement is the workable route where the contract allows it.
Is notice the same for both sides?
It should be, or the asymmetry should be justified. A contract requiring three months from the employee and permitting one week from the employer invites exactly the challenge it looks like.
Can notice be recovered from final wages?
Only where the contract permits and the deduction is authorised. An unauthorised deduction from final wages becomes a wage claim in its own right.
Stop calculating this by hand
Klok computes it from your own attendance and salary data, every month, with the working shown.