Education
Plain-language guides on notice periods, settlements, relieving letters and employee entitlements. Written for people under stress, not for search engines.
Home / Beyond business / TRC Movement
Pillar 02
Changing the way people resign.
The consultancy helps one person at a time. The Movement is how TRC works on the conditions that make the consultancy necessary in the first place.
The purpose
A stigma cannot be solved one client at a time.
Most of the damage we see is not caused by bad contracts. It is caused by a shared assumption that leaving is shameful, that asking about your entitlements is aggressive, and that a resignation conversation is something to survive rather than prepare for.
That assumption is cultural, and culture is changed in public. The Movement is TRC’s education, research and advocacy arm: free, open and deliberately unbranded from the sales side of the business.
Four strands
How the Movement works.
Research
Published work on how resignations are actually handled in India — notice practice, buyout norms, document compliance and the gap between policy and behaviour.
Stories
First-person accounts from professionals who left well, and from those who did not. Anonymised, verified, and published with consent.
Conversation
Panels, workshops and public discussion with HR leaders, employment lawyers, founders and reformers about what a responsible exit looks like.
What we argue
Four positions we are willing to defend in public.
- Resignation is not disloyaltyIt is a normal, healthy movement in a working life. Treating it as betrayal is what keeps people in workplaces that damage them.
- Notice periods are a policy question, not just a contract clauseNinety-day notice in a market that hires in thirty is a structural friction that harms employees and employers alike. It deserves scrutiny.
- Exit practice is a measure of cultureHow an organisation treats people on the way out is more revealing than anything in its careers page.
- Silence has a body countWorkplace stress in India is a documented mental-health emergency. People have died rather than resign. That is the reason this pillar is not optional.
Take part
Three ways to contribute.
Share your exit story
Anonymised and published only with your explicit consent. Good exits and bad ones are both useful.
Submit a story →Speak or collaborate
For HR leaders, employment lawyers, founders, researchers and journalists working on the same problem.
Get in touch →Bring it to your workplace
Manager education and transition workshops, run with organisations that want to handle exits better.
For organisations →Changing the way people resign.
The Movement is free to follow and open to contribute to. The consultancy is how it is funded.