Resignation

A resignation needs a clear intention to leave

An employee can usually resign orally unless their contract requires notice in writing. Written notice is still useful because it records the decision, date received and intended final day. Check the wording before treating a frustrated remark or an ambiguous message as a resignation.

Illness, bereavement or acute distress can also justify a short period to clarify what the employee meant. Once a clear resignation has been given, withdrawing it normally needs the employer's agreement. Do not casually describe an unhappy resignation as constructive dismissal, which has a specific and demanding legal test.

Work out the notice and last day

An employee who has worked for at least one month must normally give at least one week's notice. Their contract may require longer, so compare the statutory minimum with the agreed term and use the longer enforceable requirement. The GOV.UK notice guidance explains when notice starts and the basic minimum.

Record when notice was received, how the final day was calculated and whether notice will be worked. Agree any holiday, garden leave or payment in lieu, then confirm final pay, benefits and the return of company property.

Respond without creating a dispute

Write back promptly to acknowledge the resignation. Confirm when it was received, the notice period, final employment date and practical arrangements. If the dates differ from the employee's letter, explain the calculation rather than silently replacing it.

Keep the exchange with the current contract and payroll instructions. A calm factual response reduces uncertainty while preserving any separate concern the employee has raised. It should not demand that they explain a personal decision or sign away rights as a condition of leaving.