Under Section 17(2) of the Code on Wages, 2019, employers are statutorily mandated to pay all unpaid wages, leave encashments, and pending bonuses within 2 working days of an employee's Last Working Day (LWD).

This applies universally across all separation types including resignation, termination, and retrenchment. While companies traditionally dragged this out over a 30-to-45-day window citing "internal policies", the statutory law strictly supersedes internal corporate timelines

3) 

- There is no rule , that a company must complete F&F within 2 days today. 

- However, as 35 days already passed, then the said Company is bound to pay the same without any delay, and cannot extend it more days to give pressure to the employee. 

- You can lodge a complaint before the Labour Department/Labour Commissioner if you come under this category. 

- Send a legal notice if doing delay and seek compensation for mental harassment. 

Dear Client,

Yes, the “2-day F&F rule” is being discussed under the new labour-code framework, and several current 2026 sources say final wages/settlement should be completed within two working days of the employee’s exit, instead of the older 30–45 day practice. But in real-life HR practice, many companies still delay settlements, and some guidance notes also say that paperwork, recoveries, and internal approvals can stretch the process beyond that ideal timeline.

So, if 35 days have already passed in your case, that is longer than both the old common practice and the newer two-day expectation. You should send a written reminder to HR asking for the exact reason for delay, the date of release of full and final dues, and the experience letter; if they still do not respond, escalate to the labour authority in your jurisdiction and keep all emails, messages, and phone-call notes as proof.

I hope this helps and if you have any further issues do not hesitate to contact us.

It’s 30 to 45 days if not done you can send them a legal notice 

Though there is no specific time limit for the F & F settlement to take place, it cannot be unduly and unreasonably delayed. In your case, it is better to follow up with your HR regularly and settle the matter amicably. If nothing works out, you may think of legal options later.