How to Handle a 60-Day Notice Period When Potential Employers Want 30 Days or Less

Changing jobs is exciting — but if your current employer enforces a 60-day notice period and potential employers want 30 days or immediate joining, you’re suddenly stuck between opportunity and obligation.

This is a common and frustrating roadblock faced by many professionals, especially in India’s IT and corporate sector. In this blog, we’ll dive deep into:

• Why this issue happens

• What risks are involved

• And most importantly, how to handle it smartly and ethically

🎯 What This Blog Will Help You Do:

✅ Manage the expectations of the new employer
✅ Negotiate with your current employer for early release
✅ Keep your credibility intact and avoid miscommunication
✅ Know your rights and options
✅ Learn what to say, when, and how

🎯 The Real-World Scenario

You’re actively looking for new opportunities and start getting interview calls. Then HR asks:

“What’s your notice period?”

You say 60 days, and you can sense their interest fading. Some might even end the conversation right there.

Eventually, you decide to:

• Update your notice period to 30 days on Naukri or LinkedIn

• Start telling recruiters that you can join in 30 days
  …even though your official policy is still 60 days

Now what? How do you align what you told recruiters with what your current employer expects?

🔍 Why Employers Push for 30 Days or Less

Most companies want:

• Quick onboarding due to project urgency

• Reduced chances of losing the candidate during long notice periods

• Less risk of counter-offers from current employers

60 days feels too long and risky, so many HR teams quietly filter out candidates unless they can join in 30 days or less.

⚖️ Ethical Dilemma: Is It Wrong to Say 30 Days When It’s 60?

Here’s the truth: it depends on how you handle it.

It’s not unethical if you:

• Say 30 days with the intention to negotiate it sincerely

• Start aligning your transition as soon as you get the offer

• Keep both parties informed with honest progress updates

It is unethical if you:

• Say 30 days without planning to resign early

• Mislead your future employer even when you know you can’t deliver

• Ghost or delay joining due to unresolved notice issues

✅ Step-by-Step Strategy to Manage the Situation Smartly

1. During Interviews: Be Optimistically Transparent

Instead of bluntly saying “60 days,” you can frame it like this:

“Officially, my notice is 60 days, but I’m actively planning a 30-day transition and am confident about negotiating an early release. I’ve handled similar transitions in the past.”

This keeps you in consideration without lying outright.

2. If Things Progress Well, Resign Early

Once you pass interviews or expect an offer, don’t delay — start preparing your resignation even before the offer is in hand.

When you get the offer:

• Submit resignation immediately

• In your resignation letter, request a 30-day last working day

• Offer to support handover, documentation, and even remote support

📄 Sample Resignation Line:

“While my contract stipulates a 60-day notice, I’d like to request an early release by [30 days from now] to ensure a smooth transition to my next role. I will ensure full handover and support during this time.”

3. Discuss Early Exit With Your Manager Respectfully

Set up a one-on-one meeting. Stay respectful and factual:

• Emphasize your willingness to support the team during transition

• Suggest a replacement or offer to train one

• If a buyout option exists, bring it up and ask if they’d consider it

🎯 Your goal: Make it easy for them to say “yes” to your early release.

4. Keep the New Employer in the Loop

Don’t ghost or delay communication. Instead, provide timely updates like:

“I’ve initiated my resignation and requested a 30-day release. I’ll confirm the exact date as soon as I receive official acknowledgment from HR.”

If your current employer refuses early release, inform the new company immediately and professionally:

“Despite my best efforts, my employer is unable to shorten the 60-day notice. I remain very interested and committed to joining you. Would it be possible to extend the joining date by a few weeks?”

If they really want you, they’ll wait 45–60 days — especially if you’re honest and communicative.

5. Understand Buyout Options

Many companies (especially in India) allow:

• Notice period buyout, where you or your future employer pays for the shortfall

• Managerial discretion-based release, where your manager can waive the remaining days

💰 Tip: Check your offer letter, HR policies, or intranet for the clause. Don’t assume — ask!

🔚 What If Early Release Fails?

• Don’t panic.

• You’ve done your part.

• Communicate to your future employer with honesty.

• If they can’t wait, you’ll learn and handle it better next time.

But often, companies will:

• Agree to wait 45 days

• Consider other ways to onboard you sooner (remote start, shadowing, etc.)

🔁 TL;DR – Action Checklist

⚖️ Common FAQs

❓What if my employer flatly refuses to release me early?

• Ask again after a few days, with a detailed transition plan.

• Offer to help post-exit for knowledge sharing.

• As a last resort, you can buy out the remaining days — if company policy allows.

❓What if the new employer insists on 30 days?

• Be honest. Say you’ve tried and need a few more days.

• They’ll often wait 40–45 days for the right person.

❓Is it wrong to say 30 days on job portals?

• It’s not ideal — but common.

• Just don’t make unmanageable promises. Use that time wisely to negotiate and match your words with action.

💬 Final Thoughts

Handling a long notice period while job hunting is tough — but it’s not impossible.

With the right mix of proactive planning, transparent communication, and professionalism, you can still land your dream job without burning bridges.

Remember: The goal isn’t just to leave fast — it’s to leave right.

📢 Have You Faced This Issue?

Share your experience in the comments! What worked for you? What didn’t? Let’s help others navigate the same path better.