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Free HR resource · Employee exit
An experience letter certifies that someone worked with you — their role, tenure and conduct — and is addressed “to whomsoever it may concern”. A relieving letter is addressed to the departing employee and confirms they were released on a specific date, with notice served and no dues pending. Most employers issue both at exit. Copy either template below and fill the brackets.
They are often confused, but they do different jobs. One proves experience to a future employer; the other formally closes the employment relationship.
Keep it factual and warm. It travels with the employee to their next role, so an accurate, positive tone genuinely helps them.
Company letterhead and issue date
Employee’s full name and, ideally, employee ID
Designation(s) held and department
Exact dates of employment (from and to)
A brief, positive note on responsibilities and conduct
Authorised signatory with designation and contact
Issue it once notice and handover are complete. The next employer often asks for it before onboarding, so prompt release matters.
Company letterhead and issue date
Reference to the resignation date
The effective relieving date
Confirmation that notice and handover are complete
A no-dues / full-and-final settlement note
Authorised signatory with designation and contact
An experience letter certifies that a person worked with you — their role, tenure and conduct — and is addressed “to whomsoever it may concern” for use with any future employer. A relieving letter is addressed to the departing employee and formally confirms they have been released from duties on a specific date, having completed notice and handover with no dues pending. Many employers issue both at exit.
An experience letter should carry the company letterhead and date, the employee’s full name and ID, the designation and department, the exact from-and-to dates of employment, a short positive note on responsibilities and conduct, and an authorised signatory with designation and contact details. Keeping it factual and warm makes it genuinely useful to the employee’s next application.
There is no single statute that compels every employer to issue a relieving letter, but it is standard practice and many employers ask new joiners for one from their previous company before onboarding. Withholding it without cause can create friction and disputes. Issuing it promptly once notice and handover are complete is the cleaner, more professional approach.
Yes. Some employers issue a single combined document that both relieves the employee and certifies their experience. It works, but a separate experience letter addressed “to whomsoever it may concern” is more flexible for the employee, since they can share it with any future employer without disclosing the relieving-specific details. Where possible, issuing both is best.
The relieving letter is issued at exit, once the notice period is served and handover formalities and dues are settled — typically on the last working day. The experience letter can be issued at the same time or requested later. Prompt issue matters, because the next employer frequently makes onboarding conditional on receiving the relieving letter.
General guidance, not legal advice. Adapt these templates to your company policy and have HR or legal review your standard versions.
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