Hi guys! What are some valid reasons to shorten a 60 day render/notice period?
I dont wanna burn bridges but at the same time sobrang haba ng 60 days.
Most recruiters are not willing to wait for 60 days 😩
Hi everyone, I need some perspective from HR folks or people who’ve experienced something similar.
I’m currently transitioning between two MNCs.
I resigned from Company X and am completing my notice period. My official end date is May 31. My new employer, Company Y, set the start date to May 25 (which I agreed).
This creates a short overlap of 7 days where I am technically still employed by Company X while already starting onboarding activities with Company Y. My mistake for not checking my notice period properly.
I tried negotiating for an early release with Company X but they didn’t allow me. I also negotiated to Company Y to move my start date but they didn’t allow me as well.
My questions:
- What risks should I be aware of from an HR, tax, or compliance perspective?
- Would this be flagged during internal audits later on?
- What records/papers will show that I have 2 employers? BIR 2316? SSS? PhilHealth?
Thanks in advance for any insights.