How to negotiate a 90 days notice period?
Short answer: Negotiate before you resign, not after. Your leverage is a clean handover plan plus a new employer willing to wait—or partially buy out the notice. Most Indian IT firms (TCS, Infosys, Wipro) will consider 60→45 or 90→60 days when the project risk is low and your manager sponsors the request.
Why this matters in Notice Period
A 90-day clause is common for senior roles and service companies. HR cannot usually change policy alone; your reporting manager’s sign-off matters more than an emotional appeal.
Step-by-step approach
- Read your appointment letter: notice period, garden leave, PTO adjustment, and buyout clause.
- Get your new offer letter with a realistic joining date (add 2-week buffer beyond expected release).
- Draft a 1-page transition plan: open tickets, KT owners, release calendar, and critical client calls.
- Meet your manager privately first—ask what minimum handover they need, not “please waive everything.”
- Email HR with manager CC: requested last working day, transition summary, and willingness for partial buyout if needed.
- Confirm release date in writing before telling the new company your final join date.
Real-world example
Rahul, a 5 YOE .NET developer at Infosys, received a Flipkart offer needing join in 55 days while his notice was 90. He listed 3 modules he owned, proposed 4 KT sessions, and offered to finish a sprint-critical API before exit. His manager agreed to sponsor 60-day release; HR approved because the account lead signed off. Rahul paid no buyout and joined on time.
What to say / email template
Subject: Request for notice period discussion — Rahul Sharma (Emp ID: 12345) Dear [Manager Name], Thank you for the opportunities on [Project/Account]. I have accepted an offer elsewhere and will submit formal resignation shortly. My contractual notice is 90 days; the new employer has requested joining by [date]. I prepared a transition plan (attached) covering KT, open defects, and release ownership. I am requesting support for an early release of [X days / target LWD: DD-MMM-YYYY], subject to HR policy. I am committed to a professional handover and will remain fully available until my last working day. Regards, Rahul
Numbers & benchmarks
- Service companies: 90 days common for 3–8 YOE; product startups often expect 30–45 days.
- Realistic reduction: 90→60 or 90→45 days when KT is documented—not 90→15 without buyout.
- Buyout cost (if allowed): often 1–3 months basic salary—negotiate with new employer as joining bonus.
Mistakes to avoid
- Resigning first, then begging for reduction—always align with manager before HR.
- Bad-mouthing the company or threatening to leave immediately.
- Promising a join date to the new employer before written release approval.
- Skipping KT documentation—managers reject early release when bus factor is you.
The sentence that works: “I want to protect the account and leave on good terms—here is how I will hand over in X weeks.”