A resignation letter can be brief: state that you are resigning, identify your role, give the notice period you are providing, and name your intended last working day. Before sending it, check your contract and local employment rules so the date and notice are correct. Keep a copy of the message and any response.
What to include in a resignation letter
Use the letter as a clear notice and written record, not as an essay. Acas says a resignation does not have to be in writing in the UK, but recommends writing because it provides a record. Its guidance says to tell the recipient that you are resigning, how much notice you are giving, and your intended last day: Acas guidance on handling a resignation.
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- Date and recipient: Address it to the manager or HR contact required by your employer’s process.
- Decision: State that you are resigning and name your job title and employer.
- Notice and final day: Specify the notice period and exact proposed last working day. Check the date against your contract’s notice-counting rules and applicable local requirements.
- Optional practical request: Ask for confirmation of any relevant final-pay, accrued-holiday, or benefits arrangements.
- Optional courtesy: Include a short thank-you or offer to help with handover if you wish.
- Sign-off: Add your name and any contact details the employer requires.
Reasons for leaving and expressions of thanks are optional. Keep the wording factual and courteous; if you have a grievance or a dispute, address it separately rather than turning the resignation notice into a complaint or counteroffer.
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Do not assume one country’s notice rule applies everywhere. Start with your employment contract and the rules for your jurisdiction. Calculate the last day using the applicable notice-counting method, then state the date plainly in the letter.
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- United Kingdom: The written statement of employment particulars must state the required notice. Acas says an employee who has worked for at least one month generally gives at least one week’s notice, unless an exception applies; a contract can require more. See Acas notice when resigning. GOV.UK also says the contract determines whether notice must be written and warns that giving insufficient notice can breach the contract: GOV.UK guidance on handing in notice.
- Australia: An award, enterprise agreement, or contract may set the notice period. Fair Work Ombudsman says written notice should include the last day of work: Fair Work Ombudsman resignation and notice.
- New Zealand: Email or a short letter are common written methods. Employment New Zealand recommends against resigning by text or social media and says to state that employment is ending and when the last day will be: Employment New Zealand resignation guidance.
- Singapore: Notice must be in writing. If the contract specifies a period, the employee must serve it or pay salary in lieu unless both parties mutually waive it. If no period is specified, statutory notice periods depend on length of service: Singapore Ministry of Manpower termination with notice.
Can you resign by email?
In many workplaces, email is a practical way to provide a written record, but follow your contract and employer’s required process. GOV.UK notes that the contract determines whether notice must be written; Singapore requires written notice, while Employment New Zealand identifies email and a short letter as common methods. Avoid assuming a text or social-media message is acceptable where local guidance or workplace procedure calls for a more formal method.
Send the notice to the correct manager or HR contact, copy HR only when appropriate, and save the sent email or letter along with any acknowledgement. If your employer requires a specific form or portal, use that process as well.
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Resignation letter examples
Standard resignation with notice
Subject: Resignation – [Your name]
[Date]
Dear [Manager name],
Please accept this letter as formal notice of my resignation from my position as [job title] at [organisation]. In line with my employment agreement, I am giving [notice period] notice. My proposed final day of employment is [date]. Please confirm that this date is correct.
I will document current work and support a smooth handover during my notice period. Thank you for the opportunities and support during my time here.
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Yours sincerely,
[Name]
Short resignation email
Subject: Notice of resignation – [Your name]
Hello [Manager],
I am resigning from my role as [job title], effective [last day]. This email provides [notice period] notice under my employment agreement. Please confirm receipt and advise on any exit steps.
Regards,
[Name]
Resignation without giving a reason
Dear [Manager],
Please accept this as notice of my resignation from [role] at [organisation]. My last day will be [date], based on the [notice period] notice required by my agreement. Please confirm receipt.
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Sincerely,
[Name]
Request to leave earlier
Dear [Manager],
I am resigning from [role] and understand my contractual last day is [date]. I would like to request an earlier release on [requested date]. Please let me know whether the organisation agrees and confirm any revised terms in writing.
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Regards,
[Name]
If you want to leave before your notice ends
Request an earlier release rather than treating it as approved. Acas warns that leaving before required notice can be a breach unless an alternative is agreed. Singapore’s Ministry of Manpower describes waiver by mutual agreement or payment in lieu where notice is not served. Put any agreed revised last day or payment-in-lieu terms in writing. If your resignation follows an alleged serious contractual breach, the circumstances may be legally complex; Acas identifies constructive dismissal as an exception that may require jurisdiction-specific advice.
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Before you send it
- Check the job title, employer name, notice period, and final-day date.
- Confirm that the recipient and delivery method match your contract or workplace procedure.
- Save the sent message and acknowledgement.
- Ask separately about final pay, accrued leave, benefits, equipment return, references, and confidentiality obligations.
- Keep the tone neutral, and do not describe an early release as agreed until the employer confirms it.
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