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If health issues mean you need to leave your job, keep your resignation letter brief and clear: state that you are resigning, give the notice you intend to provide, and name your proposed final day. Before sending it, check your contract and employer process—and consider whether leave or workplace adjustments could let you stay employed if that is what you want.
Sample resignation letter due to health issues
Adapt this example to your circumstances. Check your contract and local rules before treating the notice period or final date as settled.
[Date]
Dear [Manager/HR name],
Please accept this letter as formal notice of my resignation from my position as [job title] at [employer]. Due to health issues, I am unable to continue in the role. In accordance with [my notice period / our agreed arrangement], my final day of employment will be [date].
Thank you for [brief, genuine acknowledgment]. Please let me know the next steps for final pay and returning any employer property.
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Sincerely,
[Name]
This wording gives a concise reason without setting out a medical history. That is a privacy-conscious drafting choice, not a universal legal rule about what you must disclose. You do not need to claim that a doctor’s note is required unless that requirement applies to your situation.
What to include—and what to leave out
- A clear resignation: Say directly that you are resigning and identify your job title and employer.
- Notice and final date: State the notice you are giving and the intended last day of employment. Do not assume that two weeks’ notice—or immediate departure—is right everywhere.
- A short reason: “Due to health issues” may be enough if you want to explain. You can keep personal medical detail out of the resignation letter.
- A practical request: Ask about next steps for final pay and returning employer property.
A written letter or email gives you a record of what you said and when. Acas notes that writing is not required to resign in its Great Britain guidance, but a written record can help avoid disputes about notice dates: Acas: How to resign.
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Check notice and delivery before sending
Notice rules depend on where you work, your contract, and the applicable employment rules. In Great Britain, Acas says the written statement of employment particulars should set out notice requirements; it recommends writing to your manager or HR unless your employer has instructed you otherwise. Check your own contract and employer procedure rather than relying on a general sample.
- Review your contract or written employment particulars for notice requirements.
- Check your employer’s process for submitting a resignation and who should receive it.
- Put the intended final date in the letter, based on the notice you are giving or an arrangement you have agreed.
- Keep a copy and, if needed, ask the employer to confirm receipt in writing.
If you cannot work your usual notice period, replace the notice sentence with a request to discuss an earlier end date. In the UK context, Acas says an employer does not have to agree; leaving without agreement may affect final pay or references. See Acas guidance on how to resign for that jurisdiction-specific information. Do not present an early departure as approved until it has been agreed.
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Consider leave or adjustments if you may want to keep your job
Resigning is not the only possible response to a health problem. If you would prefer to remain employed, ask about leave or adjustments before making a final decision. The options and eligibility rules differ by country and individual circumstances.
United States: possible FMLA leave
The U.S. Department of Labor describes the Family and Medical Leave Act (FMLA) as providing job-protected leave to eligible employees of covered employers for qualifying reasons, with group health benefits continued under the same conditions. It does not apply automatically to every worker. Its guidance also explains that simply saying you are “sick” may not give an employer enough information to recognize that an absence could qualify; a request for leave may need different wording from a resignation letter. See FMLA employee notice requirements and the Department of Labor’s guidance on discussing leave.
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Great Britain: possible workplace adjustments
GOV.UK guidance for employers says dismissal for long-term ill health should be a last resort and lists factors such as obtaining a medical report with consent, consulting occupational health, considering disability status, and considering reasonable adjustments. This is employer-facing Great Britain guidance; it does not establish that a particular adjustment will be available in every case. Read GOV.UK: Dismissals due to illness.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.Weigh the financial and practical effects
Before choosing a final date, consider how leaving could affect your income, final pay, benefits or other support, and whether you may receive notice pay if you are off sick during the notice period. The outcome depends on your circumstances and the rules that apply where you work. Acas outlines these considerations in its Great Britain guidance: What to consider before resigning.
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- Can you manage a period without your current wages?
- What does your contract or employer say about pay during notice or sickness absence?
- Could resignation affect benefits or other support you rely on?
- Would leave or adjustments address the immediate problem while preserving employment?
Do not assume that resigning guarantees or rules out insurance, unemployment benefits, disability payments, or any particular final-pay outcome. Check with the relevant employer, benefits administrator, or qualified adviser for your location.
If you have already resigned and regret it
If the decision was sudden and you quickly change your mind, contact your employer promptly and ask to withdraw the resignation. Acas says an employer should give serious consideration to a withdrawal request when the decision may have been affected by a health condition or bereavement. This is Great Britain guidance, not a guarantee that a withdrawal will be accepted: Acas: Responding to an employee’s resignation.
Keep the rules specific to your location
The notice guidance cited here is from Acas and applies to Great Britain employment context; the adjustment guidance is from GOV.UK; and FMLA information is from the U.S. Department of Labor. They are not interchangeable or universal rules. Check the law and process for your country, your contract, any union or employee handbook, and the relevant benefits administrator before deciding when or how to leave.
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