Employer-side exit management
Firms providing offboarding, full-and-final settlement and separation compliance to employers. Their client is the company, not the person resigning.
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Research & sources
Every number we publish, and where it came from.
We would rather publish three figures we can prove than ten that merely sound right. Each claim below names its publisher, its date, its method and its exact wording, and links to the source so you can read it yourself.
How we handle statistics. We do not invent, approximate or extrapolate figures, and we do not cite low-quality websites to make a number look sourced. Where a claim could not be verified against a named, dated, publicly available source, we removed it from the website rather than keep it because it seemed plausible. Where a claim is TRC’s own market review rather than third-party research, we say so explicitly and describe the method.
Third-party research
Verified claims.
Verified
“65% of professionals in India are actively seeking new roles”
| Where we use it | Homepage — India’s resignation landscape |
|---|---|
| Publishing organisation | Michael Page (PageGroup) |
| Report | Talent Trends India 2025 — Compete on Clarity; media release, “61% of India’s Employees Report High or Complete Trust in Business Leadership” |
| Date | Media release dated New Delhi, 30 May 2025. Fieldwork 4 November – 19 December 2024. |
| Method & sample | A twenty-minute quantitative online survey conducted by UNLIMITED on behalf of Michael Page. 49,396 surveys completed globally; the India release reports findings from nearly 3,000 professionals in India. |
| Quoted verbatim | “While 65% of professionals are actively seeking new roles, many are now negotiating for better pay within their current organisations.” |
| Source link | michaelpage.co.in — media release ↗ |
| What we changed | This figure replaced an earlier “around 50%” claim on this website. We could not tie that number to a single named, dated report, so we removed it and used a figure we can quote verbatim from its publisher instead. |
| Corroborating source | Randstad Employer Brand Research 2025 (India) reports that 44% of engaged employees and 67% of unengaged employees plan to change jobs. randstad.in ↗ |
Verified
“58% of surveyed employees who had resigned said they left because of a toxic boss”
| Where we use it | Homepage — India’s resignation landscape |
|---|---|
| Publishing organisation | Harappa Insights (research arm of Harappa Education) |
| Report | Employee attrition survey, reported in the Indian business press |
| Date | Reported 2 June 2023 |
| Method & sample | Survey of Indian employees on the reasons behind resignation. The figure is reported by Business Standard and Moneycontrol, both attributing it to Harappa Insights. |
| Quoted verbatim | “Among the respondents, 58 per cent mentioned leaving their jobs because of toxic bosses who promoted unhealthy competition among colleagues.” |
| Source link | business-standard.com — 2 June 2023 ↗ |
| What we changed | Our earlier wording described this as employees naming “a difficult manager or leadership culture”. The source says toxic bosses who promoted unhealthy competition, and it measures people who had already resigned, not people considering it. We have narrowed our wording to match the source exactly. |
| Second report of the same study | Moneycontrol coverage of the Harappa Insights findings. moneycontrol.com ↗ |
Verified — primary legislation
“30 days is the statutory minimum resignation notice; contracts may lawfully require longer”
| Where we use it | Homepage — India’s resignation landscape; services and resources pages |
|---|---|
| Publishing organisation | Government of Uttar Pradesh — India Code |
| Report | The Uttar Pradesh Dookan Aur Vanijya Adhishthan Adhiniyam, 1962 (U.P. Shops and Commercial Establishments Act), Section 20(1) |
| Date | Act 26 of 1962, as in force |
| Method & sample | Primary statute. Section 20(1) governs termination of employment by the employee. Section 20(2) provides that unpaid wages for up to fifteen days may be forfeited where an employee does not comply. |
| Quoted verbatim | “No employee, other than an employee engaged for a specified period or in a leave vacancy, shall terminate his employment, except after notice of thirty days, or of such longer period, as may be required under the terms of his employment.” |
| Source link | indiacode.nic.in — full text (PDF) ↗ |
| What we changed | This is why our earlier “30–90 days is the standard notice period” line has been rewritten. India has no single national resignation notice period. Thirty days is the statutory floor for shops and commercial establishments in Uttar Pradesh; the same section expressly allows a contract to require a longer period, which is how the sixty and ninety-day clauses common in Indian IT and senior corporate contracts arise. Notice periods are also governed by state-specific legislation, so the position varies by state and by category of establishment. |
| Section text | Section 20 reproduced in full. lawgist.in ↗ |
| Comparator | Karnataka Shops and Commercial Establishments Act, 1961, Section 39 (notice of dismissal) — an example of how the position differs between states. indiacode.nic.in (PDF) ↗ |
TRC’s own market review — not third-party research
“India had no dedicated, full-time resignation consultancy before TRC”
This claim used to appear on our homepage as a statistic, presented alongside third-party survey figures. That was wrong, and we have removed it from that section.
It is not a statistic. It is a negative claim about a market, and no survey can prove the absence of something. What it actually rests on is TRC’s own review of the market, which we describe here so it can be judged on its merits.
Method. A search of Indian professional-services providers, directories, business media, professional networks and search results for firms or individuals offering resignation consulting, resignation strategy or employee-side exit consulting as a dedicated, full-time practice. The review is not exhaustive, and we do not claim it is.
Finding. We located adjacent categories, listed below, but no dedicated, employee-side, full-time resignation consultancy in India.
Standing correction. If a practice of that description existed in India before TRC, we want to know. Write to us with the details and we will correct this page and the claim on our website.
Outplacement and career transition
Services usually purchased by an employer for departing staff after a redundancy or restructuring — they begin after the exit decision has been made for the employee.
Career and executive coaching
Broad career development and job-search coaching, in which resignation is one incidental topic rather than the practice itself.
Employment-law practices
Advocates and law firms handling employment disputes, contract enforcement and litigation — a legal service, not resignation consulting, and typically engaged once a matter has already gone wrong.
Content, communities and templates
Free letter templates, forums and social media commentary. Useful, but no scoped engagement, no accountability and no adviser.
Also on this website
Claims that are ours, not research
- “India’s first resignation consultant”
- TRC’s own positioning, defined term by term and tested against the market review above. See the founder page for the definition in full.
- Client outcomes and case examples
- We publish none. TRC does not display testimonials, client counts, case studies, media coverage, logos or awards, because we are early and inventing them would be indefensible. When there is something real to show, and consent to show it, it will appear here.
- TRC Social Impact and TRC Movement
- Described throughout the website as commitments in progress, not completed programmes. Where something is planned rather than live, the website says so.
Have a correction for us?
If a figure on this website is wrong, out of date or misattributed, tell us and we will fix it. That is the whole point of publishing this page.