India has mandatory EPF (India's counterpart of the 401(k)) contribution for salaried employees, and in cases of dual employment (i.e. dual streams of employer deposits) it causes all sorts of issues and in most cases result in immediate blacklisting of the employee.

Also, labor protection for white-caller workers is non-existent in India. Basic expectations like fixed working hours, 5-day weeks, paid overtime etc are luxuries only attributable to the absolute top cream of employers (which mostly tend to be non-Indian MNCs). Other basic things like 2-week notices, flexible retirement and paternal leaves are just straight-up absent, even in top employers.

Not in India but in Hungary you also have exit paperwork. Without the exit papers from your previous company, a new company cannot begin making social security contributions on your behalf, which means your employment is not legal (there is a grace period I think but most companies will not allow you to start work without the exit papers). Where I work this is not weaponised to stop people leaving, but we do withhold the exit papers until the last day of the notice period (it is common in Hungary to have to give 30-60 days’ notice to your current employer) as a type of enforcement.

Not a law per-se but I am not aware of any firm which allows dual employment. Moonlighting is not allowed and is mentioned in the employment contract.

Hence the "leaving certificate" serves multiple purpose:

1. Person is not working elsewhere

2. Person has gracefully exited the employement and there not pending dues or conflicts.

Same in my country, to handover the information about leave days taken etc. Employer is not legally allowed to withhold it, though (but some use it as a leverage to get the employee to return all work equipment etc).

The letter of the law is not that strong in India..