Can Medical Grounds Beat Accenture’s 90-Day Notice Trap?

I am currently serving notice at Accenture, and like many, I’m stuck with the 90-day grind. The problem? Due to stress/anxiety-related health issues, I won’t be able to continue beyond 30 days.

I plan to inform HR in advance, provide a doctor’s note if needed, and request an early release on medical grounds. But we all know how stubborn HR can be, so…

My Game Plan: • Tell HR upfront that my health condition won’t allow me to serve the full 90 days. • Offer to handover properly within 30 days to ensure a smooth transition. • If they resist, remind them that forcing an unfit employee to work despite medical documentation could be a legal risk.

Now, I Need Some Insider Wisdom: • Has anyone actually pulled this off at Accenture (or similar MNCs)? • Do they verify medical certificates, or just process the exit to avoid hassle? • What’s the best way to phrase this so they don’t just dismiss it?

Anyone who’s escaped the 90-day trap using medical reasons—drop your insights.