Full and Final Settlement Checklist
An exit checklist covering dues, recoveries, assets, access and the statutory steps — including the gratuity 30-day deadline and the 50% cap on deductions that a large recovery has to respect.
Free · No sign-up · Nothing leaves your browser · Figures reviewed 22 September 2026
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Ticking boxes here is for working through the list on screen — it is not saved anywhere, and it is not carried into the printed or downloaded copy, which always comes out blank.
Full and final settlement checklist
Exit by resignation. Gratuity has a hard 30-day deadline and does not wait for the rest of this list.
0 of 39 done
On receipt of the resignation
Dues to compute
Recoveries
Assets and access
Statutory
Documents to issue
Close out
Exits go wrong in two places: a recovery larger than the law allows to be deducted, and gratuity treated as part of a settlement that can wait. Neither is negotiable.
Gratuity is payable within 30 days of falling due, with interest for delay, and does not wait for asset returns or for anything to be signed.
Frequently asked questions
- What is included in a full and final settlement?
- Salary for days worked, leave encashment, gratuity where service qualifies, accrued bonus, pending reimbursements and any arrears — less notice shortfall, outstanding loans, unreturned assets and tax.
- How long does a full and final settlement take in India?
- There is no single statutory deadline for the whole settlement, though most policies commit to 30 to 45 days. Gratuity has its own hard 30-day limit with interest for delay, independent of everything else.
- Can an employer withhold the entire settlement until assets are returned?
- It can recover the value of unreturned assets, within the 50% cap on deductions from wages, but withholding the whole settlement as leverage is on weak ground — and gratuity in particular cannot be held at all.
About this tool
Built by the ViniOffice team. Figures and rules last reviewed 22 September 2026 against the statutory reference this team maintains. Indian statutory rates are date-effective and change by notification — confirm against the current one before running payroll or filing.
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