FnF Demand Letter for TCS, Infosys & Wipro Employees —
Format, Process & Legal Rights 2026

TCS, Infosys, and Wipro are three of India's largest private-sector employers, each with mature HR systems, large headcounts, and well-documented internal separation processes. Yet FnF delays are among the most common grievances raised by former employees of all three — precisely because the scale of these organisations means that internal clearances, payroll cycles, asset management, and project handover processes can each independently delay what is, legally, a straightforward wage payment obligation.

The critical distinction every departing employee must understand is this: internal HR policy describes what the company tries to do; Indian labour law describes what the company is legally required to do. The Payment of Wages Act, 1936 does not recognise "pending project clearance" or "payroll cycle timing" as valid reasons to delay wages past the statutory deadline. Courts and Labour Commissioners have consistently held that these are internal administrative issues the employer must resolve — they are not the employee's problem.

Tata Consultancy Services Ltd. processes FnF through its internal HR platform (Ultimatix / iEvolve). The typical TCS separation workflow requires the employee to submit a resignation on the system, receive an acceptance with a confirmed last working day, complete project knowledge transfer, return company assets (laptop, access card, SIM), and receive system access revocation. The FnF payment is then processed in the next payroll cycle after all clearances are recorded.

In practice, this means TCS FnF payments often take 45–60 days from the last working day — sometimes longer if project clearance is delayed by the account or delivery unit. The experience letter and relieving letter are typically issued separately, sometimes after the FnF payment.

Applicable state law: TCS is registered in Maharashtra. The Maharashtra Shops and Establishments Act, 1948 applies to TCS's obligations for commercial establishment employees. The Payment of Wages Act, 1936 applies nationwide.

Infosys processes separations through the iSeparate module within the InfyMe portal. Once a resignation is accepted, the employee receives a Last Working Day (LWD) confirmation and must complete the iSeparate checklist: knowledge transfer documentation, asset return through the in-office helpdesk, InfyMe account badge surrender, and mandatory exit interview (optional at many locations in practice).

Infosys typically processes FnF in the payroll cycle following clearance completion — again targeting 45–60 days from LWD. The experience letter is typically issued within 30–45 days of FnF payment. The relieving letter is often bundled with the FnF statement or issued shortly after.

Applicable state law: Infosys is registered in Karnataka. The Karnataka Shops and Commercial Establishments Act, 1961 applies. The Payment of Wages Act, 1936 applies nationally.

Wipro manages separations through its Workday HRMS (previously through Wipro HR Direct). After resignation acceptance, the employee is guided through an exit checklist covering knowledge transfer, asset return, and system access deactivation. The separation workflow generates a clearance status visible on the employee's Workday dashboard.

Wipro's notice period policy typically requires 90 days' notice (role and band dependent), with buyout available subject to manager and HR approval. FnF processing follows the next payroll cycle after all clearances are marked as complete on Workday, targeting 45–60 days from LWD.

Applicable state law: Wipro is registered in Karnataka. The Karnataka Shops and Commercial Establishments Act, 1961 applies. The Payment of Wages Act, 1936 applies nationally.

All three companies have standard 90-day notice periods, with buyout allowed under different conditions. Understanding what is a permissible deduction versus an unlawful withholding is the most common source of confusion in IT sector FnF disputes.

If your appointment letter specifies notice period deduction at "one month's basic salary" but the company is deducting three months' gross salary, that excess deduction is unlawful and should be specifically itemised in your demand letter as a disputed recovery.

Relieving letters and experience letters are not governed by a specific central statute — they are contractual obligations arising from your appointment letter and the implied terms of your employment contract. Both documents are essential for background verification at your new employer, making delays materially harmful beyond just the monetary loss of FnF.