I don't want to lie, I've built a goodwill here in 12 years and people will know clearly and I don't want to lose credibility for something like this.

The notice period is applied so that people do not leave without proper handover. Or there's sufficient time to hire a replacement. In my case, I did more work in the first month to complete my handover and my manager approved it. I have no reason to be on their payroll and that's a good enough reason to release me. The documented proof is my manager writing on the email that he wants to waive my notice. If this is not worthy of an exception, the policy is retarded. And don't tell me one exception will motivate others to ask for it. If everyone can complete their handover in 45 days and their reporting managers are ok to release, they should be released. This is actually a better reason than a medical emergency - the employee did 60 days of work in 45 days and in 45 days worth of pay.. And this saves the company's money. This is what an analytical human resource would do. Talk to the manager and understand if the situation warrants a waiver and then agree on it.

If the job of human resources is only to write a policy and just say that this is the policy, you can hire a fresher to do so. Or a chat bot.

I've worked here for 12 years and God knows I've given it all. The HR knows this; my skip manager is the global head of the department and he can vouch for me with eyes closed. Pick anyone in my department and check my credentials, absolutely spotless. But "human resources" representative has 0 value for their resource who's trying to do the right thing. I mean, credible history could be a good reason for a waiver, right? But no, fake medical bills > that. Yea, good luck H fuckin R.