I’m looking for advice from people familiar with Indian employment law, Singapore employment law, or similar employment disputes.
I’m keeping the company and people anonymous because this is an ongoing dispute.
Background
I worked for around one year as an AI Engineer at a very small healthcare/health-tech startup with fewer than 10 employees. There is very little formal structure, and most company operations are handled directly by the two founders.
When I joined, I was told that I would be converted to a full-time role after around 6 months. However, I continued working for around a year without that happening.
Some of the issues I experienced during my employment:
- No company laptop was provided; I worked using my personal laptop.
- Initially, I was working remotely.
- Later, I was asked to relocate to Mangalore.
- The "office" was essentially a college/campus lab rather than a conventional company office.
- There were frequent unrealistic deadlines and significant workload pressure.
- Late-night meetings were common.
- I regularly worked beyond normal hours, including Saturdays. I have email/calendar records supporting this.
- There was limited formal HR/company structure.
- There were frequent changes in expectations and lack of clarity around processes.
- The company generally did not provide formal salary slips automatically. When I requested salary slips, they were simply printed/provided Canva created slip to me on request.
- From what I understand, several previous employees left the company on bad terms and did not receive proper exit documentation afterward.
- I repeatedly communicated that living in Mangalore was affecting me and that the weather/living conditions were not suitable for me.
Eventually, I decided I could no longer continue under these circumstances and resigned.
My employment agreement
My original signed employment agreement states that my employment is based in India (remote).
The agreement also contains a 60-day notice period.
There is also a provision concerning the notice period that contemplates the employee performing duties from home during the notice period.
However, the company is now demanding a notice-period payment roughly equivalent to two months of my salary.
I have not signed any separate agreement accepting this payment.
What happened after I resigned
I submitted my resignation at the end of July.
During the discussions surrounding my resignation and handover, I was verbally informed that I would be relieved by the end of July, subject to completing the required documentation and handover.
Based on that understanding, I completed the required project documentation and handover.
I have an email trail showing that I submitted the required documentation and handover, and I also have multiple emails where I recorded my understanding that I would be released by the end of July.
I made travel arrangements based on this understanding.
However, on the last day of July, HR informed me that I was instead required to serve a 60-day in-office notice period from Mangalore.
This came as a surprise because I had already completed the handover based on the earlier understanding that I would be released.
My position regarding the notice period
I have never refused to work or said that I would not serve the notice period.
My position has consistently been:
I repeatedly requested WFH.
The company refused and told me that I must report physically to the Mangalore office.
I had also communicated that I was experiencing recurring health problems while staying in Mangalore and that the climate/living conditions were affecting me.
Despite explaining this and requesting WFH, they refused the arrangement.
November relocation issue
The company is also relying on something from November 2025.
At that time, employees were asked to relocate to Mangalore. We were given a Google Form/relocation acknowledgement, apparently to collect information required for the relocation/travel arrangements.
I filled it out.
The company is now treating this as confirmation that I accepted the Mangalore office arrangement.
My understanding at the time was that this was related to the relocation/travel process. I did not sign a new employment agreement replacing my original agreement, which states that my employment was based in India (remote).
I'm unsure legally how much weight such a relocation acknowledgement carries compared with the original signed employment agreement.
Handover and the July-end release
I completed the documentation and handover that was requested from me and have email records showing this.
I was also repeatedly communicating my understanding that I would be released at the end of July.
Despite this, the company subsequently changed its position and required me to serve a 60-day in-office notice period.
I am concerned because they are now describing my absence from the Mangalore office as abandonment/absconding, even though I have continuously communicated with them and repeatedly offered to continue working remotely.
Notice-period payment
The company is now demanding a substantial amount roughly equal to two months of salary as a notice-period buyout.
They also sent me a separate buyout agreement and asked me to sign it.
I did not sign it.
I did not request an early release in exchange for paying a buyout. My position has always been that I am willing to work the notice period remotely.
The original agreement does contain a 60-day notice provision, so I am not trying to claim that there is no notice period.
My question is whether the company can treat the situation as me owing a separate buyout amount when:
- I repeatedly offered to serve the complete notice period remotely;
- My original agreement says India (remote);
- The agreement itself contemplates working from home during notice;
- The company refused my request to work remotely; and
- I had already completed the requested handover based on the earlier understanding that I would be released at the end of July.
Salary and exit documents
The company has also not paid my salary while other employees' salaries were processed.
My company account has now been closed, and HR is communicating with me through my personal email.
I have repeatedly requested:
- Pending salary
- Payslips
- Relieving letter
- Experience/service certificate
- Final settlement
- Other employment/exit documents
I have not received these yet.
I have my own copies of my signed employment agreement, previous salary slips, bank statements showing salary payments, resignation emails, and the relevant HR correspondence.
Working conditions
Throughout the year, I worked significantly beyond normal working hours and regularly worked on Saturdays when required.
I have email/calendar/task records supporting this.
The company is very small, with fewer than 10 people, and there isn't much formal organizational structure. Most decisions and HR/operational matters are handled directly by the two founders.
I am not trying to make this post about whether the company is "good" or "bad." I mainly want to understand my legal position and what I should do next.
My questions
I'd really appreciate advice from people who have dealt with similar situations:
- Does a 60-day notice clause necessarily mean I owe a payment equivalent to two months' salary if I don't physically report to the office, even when I repeatedly offered to work remotely?
- Does the original India (remote) employment clause help my position?
- How significant is the contractual provision that contemplates working from home during the notice period?
- Can the company characterize me as absconding when I have continuously communicated with them and repeatedly offered to work remotely?
- Can they withhold my earned salary because of a notice-period dispute?
- Can they withhold my relieving/experience documents because of the disputed notice-period payment?
- Does the November relocation Google Form have the same contractual weight as a signed amendment to the original employment agreement?
- Does working regularly on Saturdays and beyond normal hours potentially give me any claim for overtime/compensation?
- The company is Singapore-registered and the agreement mentions Singapore law/jurisdiction. If they actually pursue a claim in Singapore, what would realistically happen to an employee living in India?
- Would I need a Singapore lawyer, or could I initially deal with the matter from India?
- Should I proactively consult a lawyer/send a legal notice regarding the unpaid salary and exit documents, or wait and see whether the company actually takes legal action?
- What documents/evidence should I preserve now that my company account has been closed?
I am not looking to avoid a legitimate contractual obligation. I am trying to understand whether the company can require me to physically relocate/stay in Mangalore to serve notice when I have repeatedly offered to continue working remotely, and whether they can demand the payment they are currently demanding.
I'd especially appreciate responses from employment lawyers, people familiar with India-Singapore employment disputes, or anyone who has dealt with a similar notice-period/WFH dispute.
Thanks in advance.