To resign, first check your contract and the rules where you work, then give clear notice to the right person, state your intended last day, and keep a written record. Agree any change to that date in writing. Use the notice period to arrange a handover and confirm final pay, leave, benefits, and paperwork. Notice requirements differ by country, employment status, and contract, so do not assume that two weeks is a universal rule.
Before you hand in your notice
Check the documents and local rules before choosing a final day. Your employer may set out its resignation process in your contract or staff policy, or HR may confirm it. Look for the required recipient and form of notice, how the notice period is calculated, pay during notice, accrued leave, and any post-employment restrictions.
- Review your signed contract and written employment terms.
- Check applicable workplace policies and, where relevant, an award or collective agreement.
- Confirm whether notice must be written and when it takes effect.
- Read any confidentiality or restrictive-covenant terms that may apply after you leave.
If you are leaving for a new job, consider whether the offer and its conditions are settled before resigning. GOV.UK’s job-offer guidance describes accepting an offer and dealing with pre-employment checks before giving notice; this is a practical sequence, not a requirement that applies to everyone.
If the reason for leaving involves a serious contract breach, harassment, discrimination, safety, immigration status, or a possible constructive-dismissal claim, seek advice from the relevant official body, a union, or a qualified local employment adviser before acting. These situations can have legal and financial consequences that depend on the facts and jurisdiction.
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How to give notice
A brief conversation with your manager may be courteous or part of your workplace process. Follow it with a clear written notice so there is a record of what you said and when. Acas says an employer cannot reject a resignation, but advises employees to follow the correct process and avoid breaching their contract.
Your message should identify your resignation, role, notice period, and intended final working day. Keep it professional and concise. You do not have to give a personal reason unless you choose to, and a resignation email is not the place to set out a detailed grievance.
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Resignation email template
Subject: Resignation – [Your name]
Dear [Manager/HR name],
Please accept this email as notice of my resignation from my position as [job title]. In line with my [contract/notice period], my proposed final working day is [date]. Please confirm receipt and let me know the next steps for handover, return of company property, and final pay and benefits.
Thank you,
[Name]Keep a copy of the message and any response. If your workplace requires a different submission method, use it as well as keeping an appropriate record.
How much notice do you need to give?
There is no universal two-week notice rule. The minimum and contractual notice requirements depend on where you work, your employment status, length of service, and the terms that apply to your job.
- United Kingdom: Acas says employees with at least one month of service generally need to give at least one week’s notice unless an exception applies; a contract may require longer. GOV.UK also describes a one-week minimum after more than a month in the job. Check the rules and contract that apply to your circumstances.
- Australia: The relevant award, enterprise agreement, contract, and employee category can affect notice requirements. Fair Work Ombudsman guidance says casual employees do not have to give notice.
These examples reflect official guidance accessed on 3 October 2026 and apply only to their respective systems. If you work elsewhere, check local employment rules and your own terms rather than applying either example.
Can you leave before your notice period ends?
Ask your employer whether it will agree to a shorter notice period or another arrangement; do not assume an early departure is approved. Depending on the contract, workplace rules, and local law, possibilities may include reducing the notice by agreement, using accrued holiday where permitted, payment in lieu, or garden leave. Not all options will be available in every job.
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Acas says an employer does not have to accept a request to leave early. Leaving without working the required notice or securing agreement can have consequences for pay or references, depending on the circumstances. Put any revised final date and financial terms in writing before relying on them.
| Departure plan | What to check | Next step |
|---|---|---|
| Work the full notice | Confirm the required period, final date, and pay terms. | Agree priorities and handover arrangements. |
| Request a shorter agreed notice | The employer may need to agree, and pay may change under the arrangement. | Get the revised date and terms in writing. |
| Payment in lieu or garden leave | Availability, pay, benefits, duties, and access depend on applicable terms and agreement. | Confirm the arrangement and any restrictions. |
| Leave without agreement | Possible contract and pay consequences depend on location and facts. | Seek local advice before taking this route. |
The options above are described in Acas guidance; the table is a decision aid, not a guarantee that an option applies to your job.
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What to do during your notice period
Agree the handover with your manager rather than assuming what matters most. Make a practical record of current work, deadlines, status, key contacts, and where authorized records are stored. Coordinate who will tell colleagues or clients and when. Continue to follow confidentiality, access, and post-employment terms in your contract. GOV.UK advises checking contract terms about notice, pay, and working for a competitor.
Final pay, leave, benefits, and documents
Ask payroll or HR how your final wages, accrued leave, commission, and outstanding expenses will be handled, and when benefits end. The amount and timing depend on local rules and your terms; do not assume that unused leave or other sums will be paid in a particular way without checking.
In Australia, Fair Work Ombudsman guidance says taking annual leave during notice requires employer agreement, and public holidays do not extend the notice period. For UK employees moving to another job, ask when the P45 will be issued; GOV.UK explains that a new employer uses it to calculate tax deductions. If you work elsewhere, check which local payroll and tax documents apply.
Before your final day, arrange to return devices, keys, access cards, and other employer property, and retrieve personal items. Confirm any remaining exit paperwork and the arrangements for benefits or account access.
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