“Congratulations! We’d like you to join in 30 days.”
You’re still smiling when you tell your current employer.
“Your notice period is 90 days. We can’t release you early.”
Now the new offer feels less like a celebration and more like a countdown. Should you ask for a buyout? Push the new company to wait? Use your remaining leave? What if neither side agrees?
Start by checking your employment terms and speaking honestly with both companies. Don’t promise a joining date until your release is confirmed. Ask your current employer for an earlier release with a clear handover plan, and ask the new employer how much flexibility it has on the joining date.
If you’re still deciding whether to make the move, read How Soon Is Too Soon to Switch Jobs?. If you’ve already decided and the notice period is standing in your way, here’s what to do next.
1. Read your notice-period clause before making a request
Open your appointment letter, employment agreement and company policy. Check:
- How long is the notice period? Does a different period apply during probation?
- Is payment in lieu of notice allowed? If so, who has the option to choose it?
- Does early release need approval? Who gives that approval?
- Can unused leave be adjusted? Or will it be dealt with separately in your final settlement?
- How is any payment calculated? What does the policy say about unserved days?
Pay attention to the exact wording. A clause that allows either party to pay in lieu of notice may work differently from one that says the company may permit a buyout.
Do not assume that offering to pay automatically gives you the right to leave early. Your contract, company policy and applicable rules matter. If the terms are unclear or disputed, consult a qualified employment lawyer.
2. Ask the new company whether 30 days is a firm deadline
A recruiter may say “30 days” because that is the preferred date. The hiring manager may have some flexibility—or the vacancy may genuinely be urgent. Find out which it is.
Ask the new company:
- What is the latest joining date the team could accept?
- Would a confirmed release date help them keep the offer open?
- If your employer permits a buyout, would the new company consider covering its cost?
- When do they need a definite answer from you?
You can say:
“I’m excited about this opportunity. My contractual notice period is 90 days, and I’m discussing an earlier release with my employer. I don’t want to promise a date before it is approved. Could we discuss whether joining on [date] would work? I’ll update you by [date] on the outcome.”
That gives the new company a realistic position and a clear date for your next update.
3. Give your current employer a handover plan
“Please reduce my notice period” leaves your manager with a problem to solve. A handover plan shows how you will help solve it.
Prepare a brief note covering:
- The work you can complete before leaving
- Open tasks and who could take them over
- Documents and process notes you will prepare
- Colleagues you can train
- Your requested last working day
- Any leave adjustment or buyout you want HR to consider
Then ask for a conversation:
“I understand the team needs a smooth transition. I’d like to request release on [date]. I’ve prepared a plan for completing my current work, documenting open tasks and handing over responsibilities. Could we review it together and see whether an earlier last working day is possible?”
Your manager may still refuse. But a specific plan gives you a more useful starting point than a request based only on the new company’s deadline.
4. Look for a date both companies can accept
If 30 days is too soon for your current employer and 90 days is too long for the new one, ask about a middle date.
Could your current company release you after 45 or 60 days if the handover is complete? Could the new company wait that long? Would a partial buyout be permitted for the remaining days?
Also ask HR whether company policy allows unused leave to be adjusted during notice. Leave encashment and leave adjustment are different things. Having leave available does not automatically shorten your notice period.
Get any agreed last working day and revised joining date in writing.
5. Understand the buyout cost before accepting it
If a buyout is available, ask HR for a written calculation. Confirm:
- How many days would remain unserved
- Which salary components are used to calculate the amount
- How and when you would pay
- How the payment would appear in your final settlement
- Whether the new employer would reimburse you, and on what terms
- The last working day your current employer would approve
For example, serving 45 days of a 90-day notice period leaves 45 days to address. That does not, by itself, tell you the amount payable. The calculation depends on the terms that apply to you.
If the new offer looks financially attractive, compare the buyout cost with the offer’s actual fixed pay and likely take-home salary—not just its headline CTC. Our article on CTC vs Take-Home Salary can help you make that comparison.
6. If your manager says no, ask what needs to change
A refusal may be linked to a project deadline, a client commitment or the time needed to train someone. Ask:
“I understand the concern. What work or handover would need to be completed before an earlier release could be considered?”
If there is no flexibility, speak to HR about the applicable policy and your available options. Keep the conversation professional and summarise important decisions by email.
If you and your employer disagree about the meaning of your contract, a buyout clause, payment or exit documents, seek qualified legal advice. Office Gupshup can help you prepare for the workplace conversations; a lawyer can advise on your specific legal rights and obligations.
7. Update the new company before its deadline
Do not say “My release is confirmed” when it isn’t. An unconfirmed promise may cause the new team to plan around a date you cannot meet.
Instead, give a factual update:
“I’ve requested an early release and proposed a handover plan. My employer has not approved the requested date yet. The earliest date I can currently confirm is [date]. Could we discuss whether that would work for your team?”
The new company may decide it cannot wait. That possibility is difficult, especially when you want the role. But knowing where things stand is better than discovering the problem days before you are expected to join.
Should you simply stop going to work?
When both sides refuse to move, walking away may seem like the quickest solution. It can also create complications around your contract, final settlement, handover and exit documents.
Before taking that step, understand the terms that apply to you and get appropriate professional advice. Another employee’s experience at a different company may not tell you what will happen in your case.
The Office Gupshup 90-to-30 Plan
When you feel caught between two deadlines, work through four steps:
Contract → Conversation → Compromise → Closure
- Contract: Read your notice, buyout and leave terms.
- Conversation: Find out what the new company needs and what your current company needs for a proper handover.
- Compromise: Explore a middle date, an approved buyout or another arrangement both sides can accept.
- Closure: Confirm your last working day, settlement and new joining date in writing.
The aim is to leave responsibly and join your next company with clarity.
Frequently asked questions
Can my employer refuse to release me early?
The answer depends on your employment terms, applicable policy and circumstances. An offer to pay for the unserved period does not automatically settle the matter. Get qualified legal advice if there is a dispute.
Can I use unused leave to reduce my notice period?
Only if the applicable policy and required approvals allow it. Ask HR how your unused leave will be handled rather than assuming it reduces your last working day.
What if the new company will not wait?
Ask whether it can accept a middle date or support a buyout if your current employer permits one. If neither is possible, weigh the opportunity against the cost and consequences of the options actually available to you.
A joining deadline is only one part of a career decision. If you’re comparing the overall value of two jobs, our article Should You Take a Lower Salary for Better Work-Life Balance? may help.
Facing this situation right now?
A new offer, a 90-day notice period and pressure to join in 30 days can make every conversation feel urgent. If you’re unsure how to approach your manager or what to tell the new company, book your free introductory call with Dr Suunil.
Bring the dates, the relevant notice-period wording and the challenge you’re facing. Let’s talk through your next practical step.
Office Gupshup | Your Corporate Friend
Disclaimer: This article provides general workplace guidance, not legal advice. Employment agreements, company policies and applicable laws differ. Consult a qualified professional for advice on your specific rights or obligations.
