@here I am in huge dilemma, I am in a process of revoking a candidate offer letter who was supposed to join us by Feb. Can someone help me how should we compensate him whether he should be paid on the basis of last drawn salary from his previous come or the one which we offered him.(Monthly Payout)

Hi Shikha, if you are revoking the candidate's offer why are you compensating him?

Because he resigned for us. Now we don’t have that role for him a recent restructuring happened

Does the offer letter mention the clause of offer revoke? If not this depends on the company policy since the offer was made and then restructuring happened.

I have been in a similar situation. As an organisation, we paid the candidate 2 months offered salary as they resigned from the previous company because of the offer given by us. It is not a clause in the offer; it is our values to be people centric, authentic, as well as experience created.

Yes it’s all about values

Then you can do as per your company policy since there is no law stipulation for this. If I would have been in your place I would have given 1 month of agreed salary on offer letter (not previous drawn)

That’s what I am planning to do.

As per the best practices opted by few companies, it is suggested to pay 2 months of salary as per your offer letter

I would suggest also including mentoring support or career guidance to help the individual, in addition to monetary compensation.

Wonderful suggestion @Sumit Singla

Had provided 2 months salary on offer revocation

@Shikha Raju The best practice is to pay at least 2-3 months' salary on the basis of your offer package. if not three then you should go for two months' salary. It is her/his right to get a salary as they resigned from their job on the documented offer from your end. But you can also check with the person to find the middle way which will be a win-win for both of you.