Resignation, notice, and last working date

Resignation, notice, and last working date (LWD) are process facts on the employment record: a dated request to leave, a written clock between that request and the last day you will treat as employed for work, and the date itself. Product home: Dayzen employee lifecycle, which includes resignation submission and approval with LWD. Settlement math and the settlement workflow stay on the full and final settlement process. Last-week operational tasks (access, assets, knowledge) stay on the employee exit checklist. This page does not state a nationwide Indian statutory notice minimum. Appointment letters and your policy set the clocks you operate. That is not legal advice. If a dispute needs a legal notice rule, read the contract and take counsel. Do not treat Dayzen’s resignation screens as a substitute for that advice, and do not look for a separate unpublished “resignation management” feature page — lifecycle is the owner.

Teams confuse the three nouns because they happen in one awkward month. An email “I’m resigning” is not yet an approved LWD. A manager’s “last Friday is fine” is not notice policy. FNF worksheets are not the resignation event. Separate them or payroll, access, and the exit checklist will each pick a different Friday.

Resignation as a dated request

Operationally, a resignation is a written request, with a date of submission, from the employee (or a recorded conversation your policy treats as equivalent, immediately followed by a written confirmation). It should attach to one employee ID. It is not a Slack mood, and it is not an exit checklist.

Capture at least:

• Who resigned (employee ID, not a nickname).
• When the request was received (date, and channel you file: portal, email, letter).
• What they asked for as last day, if they asked — this is a request, not yet LWD.
• Who received it (manager, HR, or both, as your process requires).

Dayzen lifecycle supports resignation submission so this is not only an inbox. Submission starts the record. It does not by itself calculate settlement, remove access, or decide notice recovery.

If the person is still in intern, probation, or active terms, the request still lands on the same identity. Different contracts may have different notice clocks in your policy; the system event is still “resignation submitted.” Do not create a second employee to “handle the exit.”

Notice as a written clock

Notice is the span your terms describe between a qualifying resignation (or termination, which is a different event) and LWD. Organisations set length in appointment letters, standing orders if they apply to you, and HR policy. This page will not publish “Indian law requires N days for everyone.” Lengths differ by contract type, seniority, and what you actually signed. Do not copy a number from another company’s handbook into this article’s voice as if it were statute.

Process questions to write down internally (policy, not this page’s law):

• When the clock starts: submission date, approval date, or another trigger you name.
• Whether the employee may propose a shorter or longer LWD, and who can accept that.
• What happens if the company waives remaining notice (garden leave, early release) — LWD moves; the resignation does not disappear.
• Whether you recover pay in lieu of notice, and where that recovery is recorded (usually settlement, not a silent haircut on last salary). FNF owns how that line is assembled.

Serving notice means they are still employed through LWD: attendance, leave, and pay rules still apply unless you have a written variant (garden leave, no client contact, and so on). Do not treat “on notice” as exited. Do not treat “on notice” as a reason to mint a new status that payroll cannot read. If you use inactive, it is the wrong bucket for a working notice period.

Buy-out, waiver, and “they already left the building” are LWD and attendance facts plus, if you use it, a recovery line. They are not a third kind of resignation.

Last working date is a calendar day

LWD is the last date you will treat as employed for salary and work. It should match attendance: no punches after LWD that you intend to pay as employment, and no pretend-present days after they have gone. Inclusive dating matters for mid-month leavers; proration of that month is a payroll sibling, not this process article.

LWD is not:

• The date they wrote the letter.
• The date HR approved the workflow, unless you defined LWD as that day (unusual; approval can be earlier than LWD).
• The date assets came back (that can be on LWD or a nearby ops date; it is not a synonym).
• The date FNF was paid.

Dayzen resignation approval includes LWD so the approved record holds one date managers, payroll, and the exit checklist can share. If approval and LWD disagree with a side email, fix the record; do not let the email win after payroll has locked.

If LWD slips (employee asks to stay two weeks, or you release them earlier), that is a dated revision on the same resignation, with an approver. It is not a new resignation and not a new employee ID.

Approval is a decision, not a courtesy

Someone with authority accepts the resignation for the record and sets or confirms LWD against policy. Rejection of a resignation is rare as a legal theory on this page and will not be settled here. Operationally, HR still needs a state: submitted, approved with LWD, withdrawn by the employee if your process allows withdrawal, or superseded by a different exit type (termination) if that is what actually happened. Mixing termination and resignation on the same event without a written correction will poison letters and settlement labels.

Approval should not wait for FNF to be calculated. Settlement starts from LWD and the record; it should not block recording LWD. Conversely, do not pay settlement against a guessed Friday while approval is still blank.

How the three facts feed other work

Fact	Consumed by	Not consumed as
Resignation submitted (date)	Lifecycle record, letters if you issue them	Access removal day
Notice clock (policy)	Negotiating / confirming LWD	A number this article states as statute
Approved LWD	Attendance, payroll period, exit checklist, FNF inputs	Asset return by itself

The exit checklist uses LWD to schedule last-week tasks. Asset handover is a subset of that list. FNF uses LWD to know the employment span and then computes remaining pay, recoveries, and the rest — on the settlement guide, not here. Do not paste FNF formulae onto this page.

Manager and HR split

The manager receives the human conversation, plans knowledge handoff, and should not privately agree an LWD that policy forbids. If they want an exception (early release, longer stay), they send it to the approver who owns the record. HR (or the lifecycle owner) records submission, runs approval, writes LWD, and starts the exit checklist and FNF in the right systems. Payroll consumes LWD; it does not invent it from a resignation email that never landed on the employee.

Employees who submit in Dayzen still need a manager conversation. The portal is the record, not a substitute for adults talking about work in the notice window.

Failure modes

• No LWD on the approved row. Every downstream owner picks a date. Block approval without LWD.
• LWD in email, different LWD in HRMS. The HRMS date should win after approval, or you revise it in the HRMS.
• Notice length quoted as “the law” in offer templates without a review. Put length in the contract you issued; do not use this blog as the statute.
• Access cut on submission day while LWD is three weeks out. Unless garden leave or a written security rule says so, you have converted notice into an unpaid or unworkable gap. Name the rule.
• FNF started with no approved resignation. Settlement without an LWD is a spreadsheet novel.
• Two exit events (resignation plus a duplicate “termination” for the same leave). One event, one LWD.

Resignation is the request. Notice is the policy clock. LWD is the last employed day. Settlement is later math. If those four share one informal Friday, none of them is auditable.

What this page refuses

It will not list nationwide minimum notice periods. It will not tell you whether a particular resignation is legally valid. It will not compute gratuity, leave encashment, or notice recovery — FNF does. It will not replay the whole exit checklist. It will not describe Dayzen PMS; lifecycle work is HRMS employment events, and PMS means Project Management System, which is not this topic. It will not link unpublished feature URLs.

Keep submission and approval with LWD on employee lifecycle. Keep last-week tasks on the exit checklist (including while that sibling is still being written). Keep money on the settlement guide. When someone says they are leaving, file the request, run the clock you actually wrote, and put one LWD on the record everyone else is required to read.

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Record resignation as a dated request, apply the notice clock from appointment terms and policy — not a universal statutory number on this page — and approve a single last working date. Dayzen lifecycle includes that submission and approval. Full and final settlement stays on its guide. The exit checklist stays the operations list. None of this is legal advice.