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Exit documents: what to send, what to chase, and what to do when it does not arrive

The rest of this hub works out what you are owed. This page is about getting it — the documents that prove it, the deadlines that apply to each, and the letters that move the ones that stall.

Quick Answer

Which documents do I actually need when I leave a job in India?

Twelve documents matter, and they split cleanly in two. Four you send — your resignation, the handover and asset acknowledgement, your gratuity application, and a written request for your letters. Eight you receive — the relieving letter, the experience certificate, the itemised settlement statement, the gratuity determination notice, your final payslips, Form 16, your date of exit marked on the EPFO portal, and a no-dues certificate.

The half you send is entirely within your control and should all exist before your access is switched off. The half you receive is the half that needs chasing — and each one has a different deadline, a different person responsible, and a different route when it does not arrive. That is what the rest of this page sets out.

Estimated time: 15 minutes to set up, then it runs itself
Cost / impact: Free · no signup · everything runs in your browser
What you need: Joining date, last working day, employee ID, employer's registered name

Key takeaways

→Your final wages are due before your relieving letter, and both are due before the rest of the settlement. Most people chase them in the opposite order.
→No central statute names the relieving letter. That changes the strategy completely — the leverage is contractual and commercial, not a complaint under a section.
→Three of the eight documents you receive have a statutory deadline; the rest run on your employer's policy. Knowing which is which decides whether you are making a legal demand or a commercial one.
→Ask in writing, to a named person.A request addressed to “HR” is nobody's job. The written record is also what every later step depends on.
→An employer withholding documents over a disputed notice recovery is the most common exit dispute in India — and the reply that works separates the two questions rather than arguing the principle.

The order things fall due

Seven things happen when you leave a job in India, and they fall due in this order — not the order most people expect. By the time a typical reader finds this page, two of them are already overdue.

Still ahead
Resignation submitted
Day 0Contract / policy
The day your letter is delivered and acknowledged
Still ahead
Last working day
End of noticeContract / policy
Notice period in your appointment letter, less any waiver
Still ahead
Final wages paid
2 working daysStatutory
Your last working day
Still ahead
Relieving and experience letters
10 daysConditional
Your last working day
Still ahead
Gratuity paid
30 daysStatutory
The date the gratuity becomes payable
Still ahead
Rest of the settlement
Policy, often 30–45 daysContract / policy
Your last working day
Still ahead
PF withdrawn or transferred
Your own timingYou control this
Your exit date being reported — by the employer, or by you after two months

Still ahead
Resignation submitted
Day 0Contract / policy
An acknowledgement proves the letter was received and fixes when notice started. It is not itself the trigger for the statutory payment deadlines — those run from your last working day.
From: The day your letter is delivered and acknowledged
Write my resignation letter
Still ahead
Last working day
End of noticeContract / policy
Your notice period comes from your contract, not from statute. The date it lands on decides your service length, your final month's salary and your leave balance.
From: Notice period in your appointment letter, less any waiver
Work out my last working day
Still ahead
Final wages paid
2 working daysStatutory
Wages for the days you actually worked. This is the shortest deadline in the whole exit and the one employers most often miss.
From: Your last working day
Chase unpaid wages
Still ahead
Relieving and experience letters
10 daysConditional
A service certificate is due within ten days where the Model Standing Orders apply to your establishment. Below that threshold the relieving letter is a contract and policy question, not a statutory one.
From: Your last working day
Request my relieving letter
Still ahead
Gratuity paid
30 daysStatutory
The employer must determine the amount, notify you and the competent authority, and pay within thirty days — with simple interest running if it is late.
From: The date the gratuity becomes payable
Gratuity not paid
Still ahead
Rest of the settlement
Policy, often 30–45 daysContract / policy
Leave encashment, bonus, reimbursements and any notice adjustment. These run on your contract and your employer's policy, which is why a blanket “two working days” demand for the whole settlement is easy to deflect.
From: Your last working day
Settlement not received
Still ahead
PF withdrawn or transferred
Your own timingYou control this
Your PF sits with the EPFO, not your employer, so it is never part of the settlement. Your employer should report your date of exit, but if it does not, you can mark it yourself on the member portal once two months have passed since the last contribution.
From: Your exit date being reported — by the employer, or by you after two months
PF claim stuck or rejected

Resignation submitted: An acknowledgement proves the letter was received and fixes when notice started. It is not itself the trigger for the statutory payment deadlines — those run from your last working day. Write my resignation letter →
Last working day: Your notice period comes from your contract, not from statute. The date it lands on decides your service length, your final month's salary and your leave balance. Work out my last working day →
Final wages paid: Wages for the days you actually worked. This is the shortest deadline in the whole exit and the one employers most often miss. Chase unpaid wages →
Relieving and experience letters: A service certificate is due within ten days where the Model Standing Orders apply to your establishment. Below that threshold the relieving letter is a contract and policy question, not a statutory one. Request my relieving letter →
Gratuity paid: The employer must determine the amount, notify you and the competent authority, and pay within thirty days — with simple interest running if it is late. Gratuity not paid →
Rest of the settlement: Leave encashment, bonus, reimbursements and any notice adjustment. These run on your contract and your employer's policy, which is why a blanket “two working days” demand for the whole settlement is easy to deflect. Settlement not received →
PF withdrawn or transferred: Your PF sits with the EPFO, not your employer, so it is never part of the settlement. Your employer should report your date of exit, but if it does not, you can mark it yourself on the member portal once two months have passed since the last contribution. PF claim stuck or rejected →

Reading the badges. A statutory deadline is written into the Code and applies whatever your contract says. A conditional one applies only where your establishment meets a threshold — the ten-day service certificate, for instance, comes from standing orders that reach establishments of three hundred or more workers. A contract / policydeadline exists only because your appointment letter or your employer's policy created it, which is where most of the exit actually lives. And you control this marks the step nobody else has to take for you — the provident fund, where you can mark your own date of exit if your employer has not.

The twelve documents, in both directions

Most exit checklists are a single list of things to collect, which quietly hides the most useful distinction there is. Half of these documents are things you produce. Nobody can withhold them, they cost you nothing but an hour, and every one of them becomes evidence later. The other half are things somebody else has to issue, and each one is a small negotiation with a person who has other priorities.

Splitting them is what turns a checklist into a plan: the first list is a single evening's work, ideally before your last day, and the second list is a sequence of polite, dated, escalating requests that starts the moment the first list is done.

Documents you send (4)

Resignation letter
Starts the clock, and fixes the date every later deadline counts from. Get it acknowledged in writing.
Write it →
Handover note and asset return acknowledgement
An unreturned laptop is the single most common reason a settlement sits unprocessed. A signed acknowledgement closes that off.
Application for gratuity (Form IV)
Your employer must determine and pay gratuity whether or not you apply, but a dated application is what starts the paper trail.
Write it →
Written request for your relieving and experience letters
Ask before your last working day, in writing, to the person who will actually sign it.
Write it →

Documents you chase (8)

Relieving letter
The document your next employer's background check asks for. Confirm the wording before your access is switched off.
Chase it →
Experience letter or service certificate
Your dates of service and designation, on letterhead. This is the proof behind everything on your CV.
Chase it →
Itemised full and final settlement statement
Read it before you sign. Once signed, it is the document your employer will point to in any dispute.
Chase it →
Gratuity determination notice (Form V)
The employer's written admission or rejection of your claim. A rejection in writing is worth more to you than silence.
Chase it →
Final payslips
The per-day rate and the pay components on them are what every later argument about a deduction turns on.
Form 16
You need it to file for the year you left in. Harder to extract eight months later than in your last week.
Chase it →
Date of exit marked on the EPFO portal
Your employer should report it. If it has not after two months from the last contribution, you can mark it yourself on the member portal — so this one is not a dead end.
Chase it →
No-dues certificate
Closes off any later claim that you owe the company something. Ask for it even where nobody offers it.

All twelve, with who issues each and what to do if it is missing

The two lists above split by direction. This one is the working view: what each document is, who has to produce it, when to ask, whether anything actually compels it, and the move if it does not arrive.

The twelve Indian exit documents, who issues each, when to request it, its legal status, and what to do if it is missing
Document	Who issues or sends it	When to ask	Status	If it is missing
Resignation letter	You send it	Before notice starts	You control	Nothing to chase — but get it acknowledged, and keep a copy off your work account.
Handover and asset-return acknowledgement	You send, employer signs	Last week	You control	An unreturned item nobody has marked returned is the most common stated reason a settlement is held.
Application for gratuity (Form IV)	You send it	Within 30 days of it becoming payable	Statutory	The employer must determine and pay anyway — but without a dated application you have no start date for the clock.
Written request for your letters	You send it	Before your last working day	You control	A request made after you lose access is materially harder. Send it early, to a named person.
Relieving letter	Employer — HR	On or shortly after your last day	Contract / policy	No central statute names it. Escalate contractually, and assemble the alternative proof your next employer will accept.
Experience letter or service certificate	Employer — HR	Within 10 days, where standing orders apply	Conditional	Where standing orders reach your establishment this is a stated obligation. Elsewhere it is contract and practice.
Itemised full and final settlement statement	Employer — payroll	Ask on your last day	Contract / policy	Ask for the statement rather than the money. A missing line is invisible inside a single figure.
Gratuity determination notice (Form V)	Employer	Within 15 days of your Form IV	Statutory	Silence for 15 days is itself a trigger — it opens the Form VI route to the competent authority.
Final payslips	Employer — payroll	Download before access ends	Contract / policy	Bank statements and Form 16 corroborate pay, but the per-day rate argument needs the payslip.
Form 16	Employer, as deductor	By the annual due date	Statutory	You can still file using Form 26AS and the AIS. Ask in writing and keep your payslips.
Date of exit on the EPFO portal	Employer should report it — or you, after 2 months	After your last day	You control	Mark it yourself: member portal → Manage → Mark Exit, two months after the last contribution, with an Aadhaar OTP.
No-dues / clearance certificate	Employer	Ask with the relieving letter	Contract / policy	Low urgency on its own, but it closes off a later claim that you owe something. Do not let it hold the relieving letter.

Read the status column carefully. Statutory means a provision of the Codes applies whatever your contract says. Conditional means it applies only where your establishment crosses a threshold. Contract / policymeans it exists because your appointment letter or your employer's policy created it — which is most of this list, and is not a weaker position so much as a different one. You control means nobody else has to act for you. Presenting a contractual timeline as a statutory one is the most common error in writing on this subject, and it costs readers credibility at exactly the moment they need it.

What you are owed, when it is due, and what to do if it is not paid

Two of these are owed by somebody other than your employer, and three of them have no statutory deadline at all. Knowing which is which is what decides whether you are making a legal demand or a commercial one.

Exit entitlements in India: when each is due, who pays it, and the route if it is withheld
What it is	When it is due	Who pays or issues it	If it is withheld	Where to go next
Final wages for days worked	Within 2 working days of your last working dayStatute	Employer, through payroll	A claim to the authority under the Code on Wages, which may award compensation of up to ten times the amount on top of the wages themselves.	Chase it →
Gratuity	Within 30 days of becoming payableStatute	Employer, or its gratuity trust or insurer	Simple interest runs from the day it fell due, and the dispute goes to the competent authority — which can order payment and recover it.	Claim it →
Leave encashment	With the settlement — timing set by policyContract	Employer, through payroll	Part of the settlement demand. Which leave is encashable and at what divisor is a policy question, so get the policy in writing first.	Calculate it →
Bonus, incentive and reimbursements	As your contract or scheme document saysContract	Employer	Contractual claim. The scheme document decides it, so ask for the clause rather than arguing the principle.	Demand it →
Relieving letter	Practice: on or shortly after your last working dayContract	Employer — HR	No central statute names this document. The workable routes are the contract, the escalation ladder, and giving your next employer the alternative proof they will accept.	Request it →
Experience or service certificate	Within 10 days, where the Model Standing Orders applyContract	Employer — HR	Where standing orders cover your establishment this is a stated obligation. Everywhere else it is contract and practice.	Request it →
Form 16	By the annual due date for the financial year you left inStatute	Employer, as the deductor	You can still file using Form 26AS and the AIS. Ask in writing, and keep your final payslips.	What is taxed →
Provident fund balance	Once your exit date is reported, on your own claimStatute	EPFO — never your employer	Mark the date of exit yourself after two months, fix the KYC mismatch, then refile. An EPFiGMS grievance is for what remains — and bank-account seeding no longer needs employer approval at all.	Fix a stuck claim →

Final wages for days worked
Due: Within 2 working days of your last working dayStatute
Paid by: Employer, through payroll
A claim to the authority under the Code on Wages, which may award compensation of up to ten times the amount on top of the wages themselves.
Chase it →
Gratuity
Due: Within 30 days of becoming payableStatute
Paid by: Employer, or its gratuity trust or insurer
Simple interest runs from the day it fell due, and the dispute goes to the competent authority — which can order payment and recover it.
Claim it →
Leave encashment
Due: With the settlement — timing set by policyContract
Paid by: Employer, through payroll
Part of the settlement demand. Which leave is encashable and at what divisor is a policy question, so get the policy in writing first.
Calculate it →
Bonus, incentive and reimbursements
Due: As your contract or scheme document saysContract
Paid by: Employer
Contractual claim. The scheme document decides it, so ask for the clause rather than arguing the principle.
Demand it →
Relieving letter
Due: Practice: on or shortly after your last working dayContract
Paid by: Employer — HR
No central statute names this document. The workable routes are the contract, the escalation ladder, and giving your next employer the alternative proof they will accept.
Request it →
Experience or service certificate
Due: Within 10 days, where the Model Standing Orders applyContract
Paid by: Employer — HR
Where standing orders cover your establishment this is a stated obligation. Everywhere else it is contract and practice.
Request it →
Form 16
Due: By the annual due date for the financial year you left inStatute
Paid by: Employer, as the deductor
You can still file using Form 26AS and the AIS. Ask in writing, and keep your final payslips.
What is taxed →
Provident fund balance
Due: Once your exit date is reported, on your own claimStatute
Paid by: EPFO — never your employer
Mark the date of exit yourself after two months, fix the KYC mismatch, then refile. An EPFiGMS grievance is for what remains — and bank-account seeding no longer needs employer approval at all.
Fix a stuck claim →

Relieving letter, experience letter, service certificate — three different documents

These three names are used interchangeably by employees and precisely by employers, and that mismatch is a genuine cause of delay. A request for the wrong document comes back as a question rather than a document, and a fortnight disappears.

Differences between a relieving letter, an experience letter and a service certificate in India
Document	What it says	Who asks for it	Legal footing
Relieving letter	That you have been formally released on a stated date. Some employers add notice, handover or clearance wording; that part is not universal.	Your next employer, before you can join.	Contract and practice. Not named in any central statute.
Experience letter	Your dates of employment and your designation, on letterhead.	Background-verification agencies, and future employers years later.	Contract and practice.
Service certificate	A bare record of service — the statutory cousin of the experience letter.	Rarely asked for by name; it is what standing orders actually require.	Model Standing Orders 2026, where standing orders apply to the establishment.

The practical consequence is worth stating plainly. If your establishment is covered by standing orders — broadly, an industrial establishment that employed three hundred or more workers on any day in the preceding twelve months — you have a stated entitlement to a service certificate within ten days of leaving, and asking for it by that name is a stronger request than asking for an experience letter. If it is not covered, all three documents rest on your contract and your employer's policy, and the leverage is different in kind.

Ask for all three by name. They cost the employer the same effort to issue together as separately, and the one you did not ask for is the one a background check will want two years from now. Relieving letter · Experience letter

Why an itemised statement matters more than a total

The single most useful sentence to put in your first email is not “please process my settlement”. It is “please send me an itemised settlement statement showing each component and each deduction separately”. Here is why.

What a settlement is made of — a worked example

One illustrative exit: six completed years, ₹90,000 a month, nine days of notice unserved. Your own figures will differ — the point is the shape.

Unpaid salary (18 days worked)₹54,000
Leave encashment (22 days)₹66,000
Gratuity (6 completed years)₹1,03,846
Reimbursements and pending bonus₹27,000
Notice shortfall (9 days)−₹27,000
Unreturned laptop−₹18,000
Tax deducted at source−₹21,400

The takeaway: gratuity is the largest single component and the one with its own statutory deadline, yet it is the line most often left off a first settlement statement altogether. Meanwhile a quarter of the gross disappears into three deductions, only one of which is genuinely non-negotiable. That is the whole argument for chasing an itemised statement rather than a total: a missing line is invisible in a single number.

A missing line is invisible inside a single figure. Retrenchment compensation, a declared bonus, the last month's reimbursement claim and gratuity itself are all lines that routinely do not appear on a first statement, not out of bad faith but because the payroll template has no row for them. Once the statement is itemised, the argument stops being about whether the total feels low and becomes about one identifiable line — which is an argument that gets resolved.

When something does not arrive

Four different things can be withheld, and they go to four different places. Sending a gratuity claim to the wrong forum, or filing a wage claim as an industrial dispute, is the expensive mistake at this stage — the wrong forum costs months, and some of these routes have limitation periods measured in one or two years.

Settlement not receivedReminder, demand, and the claim that follows.Gratuity not paidThe forms, the interest, and the competent authority.PF withdrawal complaintWhy claims are rejected, and the EPFiGMS route.Labour commissioner complaintWhich forum, what they can do, and how long it takes.Notice recovery demandThey say you owe notice pay. What they can actually recover.

Every letter you might need

Each of these builds the document in your browser as you type, with a live preview, and downloads as a Word file or a PDF. Free, no signup, and nothing you enter is sent anywhere.

Resignation letterSix versions, and what never to put in writing.Relieving letterRequest it, chase it, and what to do if it is refused.Experience letterWhat it must contain, and how it differs from the other two.

Know the number before you send the letter

Every demand on these pages is stronger with a figure in it, and every figure has a calculator on this hub that shows its working line by line — so you can put the same arithmetic in the email.

Do I qualify for gratuity?How much gratuity am I owed?What is my leave worth?When is my last working day?Serve notice or buy it out?What tax comes off it?

Documents this hub does not cover

Leaving a job tends to generate paperwork that has nothing to do with employment — an affidavit for a change of address, a no-objection certificate for a landlord, an authorisation letter so somebody can collect a document on your behalf while you are between cities. Those are outside the scope of an exit hub and we have not tried to cover them here. If you need one, getnyay.in has free generators for everyday Indian legal documents of that kind.

Frequently asked questions

What documents should I get when I resign from a job in India?+

Six, and you should be chasing them in this order: the relieving letter, the experience or service certificate, your final payslips, the itemised full and final settlement statement, Form 16 for the financial year you left in, and confirmation that your date of exit has been marked on the EPFO portal. A no-dues certificate is worth asking for as a seventh, because it closes off any later claim that you owe the company something. Collect them while you still have a working email address and a manager who replies — extracting a Form 16 from a company you left eight months ago is a materially harder job than asking for it in your last week.

Is a relieving letter legally compulsory in India?+

No central statute names a relieving letter or requires an employer to issue one. The nearest statutory instrument is the service certificate under the Model Standing Orders notified in May 2026, which must be issued within ten days of discharge, termination, retirement or resignation — but standing orders only reach industrial establishments that employed three hundred or more workers on any day in the preceding twelve months. Below that threshold the relieving letter is a matter of your contract, your employer's policy and market practice. That does not make it unenforceable, but it does mean the productive routes are contractual and evidentiary rather than a complaint under a named section.

What is the difference between a relieving letter, an experience letter and a service certificate?+

A relieving letter confirms that you have been formally released from employment on a stated date; some employers also include notice, handover or clearance wording, though that is not universal and a no-dues certificate can be issued separately. An experience letter states your dates of employment and your designation, and is the document a background-verification agency actually wants. A service certificate is the statutory cousin of the experience letter — a bare record of service, issued under standing orders where they apply. People use the three names interchangeably and employers do not, which is why a request for the wrong one often bounces back.

How long does an employer have to give my full and final settlement?+

There is no single deadline covering the whole settlement, which is the most common misreading. Section 17(2) of the Code on Wages 2019, in force since 21 November 2025, requires wages to be paid within two working days where an employee resigns or is removed, dismissed or retrenched. That covers your unpaid salary for days worked. Gratuity runs on its own thirty-day period under section 56 of the Code on Social Security 2020. Leave encashment, bonus and reimbursements run on your contract and your employer's policy, which is where the familiar thirty-to-forty-five-day figure comes from — it is custom, not law.

Can my employer withhold my relieving letter until I pay notice pay?+

Employers do this routinely, and it is the single most common exit dispute in India. The reply that works is to separate the two questions rather than argue the principle: a notice recovery, if it is genuinely due under your contract, is a debt the employer can set off against your settlement or quantify in writing, and withholding your documents does not secure it. Ask for the clause and the calculation in writing, offer to have any properly due amount adjusted against your settlement, and ask for the documents to be released separately. Putting that in a letter also creates the record you would need if it goes further.

What should I do before my last working day?+

Four things, all of which are much harder afterwards. Send your document requests in writing to a named person rather than to an HR mailbox. Get a written acknowledgement of every company asset you return, because an unreturned laptop is the most common reason a settlement sits unprocessed. Download your payslips, your appointment letter and any salary revision letters, since you will lose access to the portal that holds them. And forward the correspondence that matters to your personal email — not company data, but the emails about your own leave balance, your notice position and your exit.

My employer has gone quiet after my last working day. What now?+

Escalate in writing, in sequence, and keep every step. Start with a reminder to HR and payroll asking for the itemised settlement statement and the specific reason for the delay. If that produces nothing, send a formal demand naming the amount, the section and a date. If the demand is ignored, the route depends on what is outstanding: unpaid wages go to the authority under section 45 of the Code on Wages, gratuity goes to the competent authority under section 56 of the Code on Social Security, and a dispute about how the employment ended goes to a conciliation officer under the Industrial Relations Code. Skipping to the last step tends to slow things down, because every external forum asks what you did internally first.

Do I have to sign the full and final settlement statement to get my documents?+

Many employers release the settlement and the relieving letter together, which is why people sign the statement without reading it. You are entitled to see the breakdown first. Ask for the itemised statement, check the leave balance and each deduction against your own records, and raise any disagreement in writing before you sign. If you sign and later dispute an amount, the signed statement is the document your employer will point to. Signing under protest, with the disagreement stated in the covering email, is better than signing silently.

What to do next

If you are still employed, start at step one. If you have already left, start at whichever step is not yet done — the order matters more than the timing.

1
Send your document requests in writing, to a named person
Before your last working day if you can. State the facts each document needs to contain so nobody has to look them up.
Relieving letter request generator
2
Apply for your gratuity, even though your employer must pay it anyway
The employer's duty to determine and pay arises whether or not you apply. The dated application is what turns a grievance into a claim with a start date.
Gratuity claim generator
3
Chase your final wages separately from the rest of the settlement
Two working days under the Code on Wages is a much stronger ask than a general request for the settlement, which runs on policy.
Settlement demand generator
4
Take the checklist with you
Download the PDF above, or send it to your own WhatsApp. Most people start this on a phone and finish it weeks later on a laptop.

Sources for the figures on this page

Working days within which wages must be paid after removal, dismissal, retrenchment or resignation
Code on Wages 2019, s.17(2), in force from 21 November 2025. The appropriate Government may prescribe a different time limit.
View sourceChecked 2026-08-11
Days within which an employer must pay gratuity once it becomes payable
Code on Social Security 2020, s.56(3) — the employer shall arrange to pay the amount of gratuity within thirty days from the date it becomes payable to the person to whom it is payable.
View sourceChecked 2026-09-01
Days within which a service certificate must be issued, where the Model Standing Orders apply
Model Standing Orders, 2026, notified 8 May 2026 under s.29(1) of the Industrial Relations Code 2020 — the employer maintains a service card for each worker and issues a service certificate within ten days of discharge, termination, retirement or resignation. IMPORTANT LIMIT: standing orders apply to industrial establishments that employed three hundred or more workers on any day in the preceding twelve months, so this is not a universal entitlement. Below that threshold a service certificate is a matter of contract and company policy.
View sourceChecked 2026-09-01
Is there a central statutory right to a relieving letter in India?
No central statute names a 'relieving letter' or obliges an employer to issue one. The nearest statutory instrument is the service certificate under the Model Standing Orders 2026, which applies only to establishments covered by standing orders, and a service certificate is a narrower document. Everything else — the relieving letter, the experience letter, the no-dues certificate — comes from the employment contract, the employer's policy, and market practice. That is why the practical routes on these pages are contractual and evidentiary rather than a claim under a named section.
View sourceChecked 2026-09-01
Rules that now govern gratuity procedure — they repealed the Payment of Gratuity (Central) Rules, 1972
Ministry of Labour & Employment, Social Security (Central) Rules, 2026, notification G.S.R. 344(E) dated 8 May 2026, made under the Code on Social Security 2020. The notification repealed twelve sets of subordinate rules under the previous regime, including the Payment of Gratuity (Central) Rules, 1972.
View sourceChecked 2026-09-01

Written and reviewed by Deepak Middha, Chartered Accountant (ICAI, India) and founder of LayoffNext.

Legal and tax positions last checked 1 September 2026Editorial standards

Deepak MiddhaFounder of LayoffNext

Deepak Middha is the founder of LayoffNext and a Chartered Accountant (ICAI, India). A U.S. immigrant with nearly 20 years of experience — and 17 years in hedge fund and private equity administration, including as Vice President of Fund Accounting at NAV Fund Administration Group and Associate Director of Private Equity and Real Estate at SS&C Technologies — he builds free, plain-language layoff tools and guides for employees, H-1B workers, and immigrant families.

Updated September 1, 2026

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