Notice period tracked. Handover ticked off. Exit interview structured. F&F calculated with gratuity, leave encashment, TDS, in rupees down to the line item. The relieving letter is generated; everyone leaves on speaking terms.
Four milestones, owners assigned automatically, no last-week panic. The leaver knows what's coming, the manager knows what they owe, HR knows what's settled.
The day the resignation is accepted, the notice clock starts. Manager gets a knowledge-transfer task list to fill in, the leaver gets visibility on what they owe, IT gets a calendar marker for access revocation. No more "wait, when's their last day?" calls in the final week.
Notice periods are configurable per worker type (60 days for permanent, 30 for contract, 15 for probation). Buyouts and waivers handled — manager approves, deduction or payout flows into F&F automatically.
The single most underused signal in HR. Most exit interviews are 30 minutes of vague pleasantries that nobody reads later. hrPLANR's exit interview is a structured form — same 8 questions every time, anonymous if the leaver chooses, written to the HR record and surfaced quarterly to leadership.
Why this matters: when you can ask "what did the last 6 people who left cite as reasons?" and get an actual answer, attrition stops being a mystery.
The full-and-final settlement is where every Indian HRMS earns its keep — or doesn't. hrPLANR shows the leaver and the HR team the same number, with every line item visible: last month's salary, leave encashment per Section 10(10AA), gratuity per Section 4 of the Payment of Gratuity Act, 1972, notice pay or recovery, bonus, TDS — all in one statement.
The leaver sees it in ESS. The HR team approves it. Payroll executes it. No spreadsheet handoff, no Excel arguments. The relieving letter pulls from the same record.
The unglamorous part of offboarding. hrPLANR tracks assigned company assets — laptop, ID card, access cards, phone — and surfaces a return checklist as the last day approaches. IT confirms each return; F&F adjusts for any non-return automatically.
This is the section nobody likes to think about but everyone needs. The result: no laptops walking out the door, no F&F released until assets are settled.
On the last day, hrPLANR generates the relieving letter — pulled from the employee record, signed by the CHRO or founder, delivered via email and to the leaver's ESS document vault. The leaver downloads a digitally signed PDF; the company keeps a copy. No more "can you re-send my relieving letter?" emails from 2022.
Optionally, the leaver gets added to your alumni network — kept in the loop with company updates, available as a referral pipeline, sometimes a future hire.
Once you've offboarded 50+ people, the patterns become useful. AI cross-references exit interview themes, attendance shifts, performance check-in scores, and the resignation timing. The output: a watchlist of likely-leavers — and the manager-action that might change the outcome.
This isn't a crystal ball. It's the conversation a CHRO should have before the resignation letter, not after.
See all AI capabilities →Notice triggers Payroll's F&F prep. Leave balance flows from Leave into encashment. Compliance handles the gratuity statutory layer. The exit interview feeds back into HR for next quarter's attrition review.
30-minute walkthrough — notice flow, exit interview, F&F with gratuity, attrition signals.