90-Day Notice Period – Simple Guide for Employees & Employers

Ever gotten a letter saying you have to work for another three months before leaving? That’s a 90‑day notice period. In plain terms, it’s the time you must give your boss (or they must give you) before a job ends. It sounds long, but it’s common in many Indian contracts, especially for senior roles or government jobs.

Why does it exist? Think of it as a buffer. It gives the employer a chance to find a replacement and the employee time to wind down projects, hand over work, and plan the next step. The law doesn’t force a 90‑day period for every job, but many private firms write it into their contracts, and some public sector rules make it mandatory.

When Does a 90‑Day Notice Period Apply?

Usually you’ll see it in three places:

• Employment contracts: If your offer letter says you need to serve 90 days, that’s binding.
• Collective bargaining agreements: Some unions negotiate longer notice to protect job security.
• Specific statutes: Certain government positions, teaching jobs, or senior managerial roles have a statutory 90‑day rule.

If you’re unsure, check the “Notice Period” clause in your contract. It will spell out the length, whether it’s payable in cash, and any conditions for waiving it.

Practical Tips for Serving and Receiving Notice

For employees: Write a clear resignation letter stating the last working day based on the 90‑day rule. Keep a copy for yourself. Offer to help with the handover – a detailed task list and status report go a long way. If the employer wants you to leave earlier, they can pay you in lieu of notice, but only if the contract allows it.

For employers: Acknowledge the resignation promptly. Plan a transition schedule: assign a backup, set milestones for knowledge transfer, and decide if you’ll pay in lieu of notice to speed things up. Be transparent about any final settlement, like unpaid salary or bonuses, so there’s no surprise at the end.

Both sides should watch the clock. The 90‑day period starts the day the notice is received, not when it’s mailed. If you send an email, make sure you get a read receipt or a reply confirming they saw it.

What if you want to shorten it? Talk to your manager. Sometimes, if you’ve already finished critical tasks, they’ll agree to a shorter notice or let you leave earlier for a reduced pay‑out. It’s all about negotiation and keeping the tone professional.

Finally, remember that a 90‑day notice isn’t a punishment. It’s a tool to protect both parties. Use it wisely: employees, treat it as a chance to exit on good terms; employers, see it as a time to retain knowledge and avoid disruption.

Got more questions? Common queries include how to calculate pay during notice, whether you can take leave, and what happens if you breach the notice clause. A quick chat with HR or a labor‑law advisor can clear most doubts.

Bottom line: understand what your contract says, follow the procedure, and keep communication open. That way, the 90‑day notice period becomes a smooth transition rather than a headache.