Based on the documents provided, here are some best practices and guidance on notice period and severance clause: 1. Notice Period: It is a common practice to have a notice period clause in the offer letter. This period is typically 3 months and is applicable to both parties - employer and employee. In case of termination without cause, the company is obligated to pay the employee the notice pay which is equivalent to the salary of the notice period (Source 1). 2. Severance Pay: In case of layoffs, companies often accommodate an additional month of pay or so as a good practice to help employees. This depends from company to company (Source 1). For senior roles, it is recommended to offer a strong severance package and give them plenty of time to begin looking for other opportunities. The severance agreement should protect both parties (Source 5). 3. Exit Process: The exit process and notice period clauses should be clearly mentioned in the appointment letter. If an employee absconds, the company has the right to withhold the experience letter and demand the notice period recovery, provided they have sent sufficient show cause notices and a conclusion email stating that due to non-adherence to the exit process, the employee is liable for these actions (Source 2, Source 6). 4. Garden Leave: This is equivalent to the notice period, where the employee need not come to work and is not assigned any work, however, the employment continues with all its benefits. This could be a consideration for senior management and leadership/CXO level employees (Source 5). Please note that these practices can vary based on the company's policies and the country's labor laws.