How much notice do I have to give when resigning in the UK?

The statutory minimum notice period under the Employment Rights Act 1996 is one week (provided you have been employed for at least one month). However, your contract of employment may require a longer notice period — commonly one to three months. Always check your contract before submitting your resignation.

Do I have to give a reason for resigning?

No. There is no legal obligation to provide a reason for your resignation in the UK. However, some employees choose to give a brief explanation as a professional courtesy. This template includes an optional section for this.

Can my employer refuse to accept my resignation?

No. Resignation is a unilateral act — your employer cannot refuse it. Once you have given notice, your employment will end on the date specified (subject to your notice period). Your employer may, however, choose to place you on garden leave or pay you in lieu of notice.

What happens to my unused holiday when I resign?

Under the Working Time Regulations 1998, you are entitled to be paid for any accrued but untaken statutory holiday when your employment ends. Your employer may ask you to take remaining holiday during your notice period, or they may pay it out in your final salary.

Should I resign in writing or verbally?

It is always best to resign in writing. A written resignation provides clear evidence of the date you gave notice, which is important for calculating your notice period, final pay, and holiday entitlement. You may also wish to hand a copy to your manager in person.

Can I withdraw my resignation after submitting it?

There is no automatic right to withdraw a resignation once it has been given. Whether you can retract it depends on your employer's agreement. Some employers may allow it, but they are not legally obliged to do so. It is best to be certain before submitting.

Resignation Letter — Free UK Template

Create a professional resignation letter tailored to UK employment law with this free template.

FreePDF & Word

Your data stays on your device — nothing is sent to any server.

Your Details

Your Full Name*

Your Address*

Your Email Address

Recipient Details

Manager / Employer Name*

Manager's Job Title

Company Name*

Company Address*

Details

Your Job Title*

Employment Start Date

Optional — helps calculate statutory notice

Notice Period*

Last Working Day*

Options

Include a reason for leaving

Offer to assist with handover

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[employeeName] [employeeAddress] [today] [employerName] [companyName] [companyAddress] Dear [employerName], RESIGNATION FROM THE POSITION OF [jobTitle] Please accept this letter as formal notification of my resignation from the position of [jobTitle] at [companyName]. In accordance with my contract of employment, I am providing [noticePeriod] notice. My last working day will therefore be [lastWorkingDay]. I am happy to assist with the handover of my duties and responsibilities during my notice period to ensure a smooth transition for the team. I would like to take this opportunity to thank you and the wider team for the support and opportunities I have received during my time at [companyName]. Please confirm receipt of this letter and advise on any arrangements for my remaining annual leave entitlement and final pay. Yours sincerely, ___________________________ [employeeName] Date: [today]

Important Notes

Legal Disclaimer

Under the Employment Rights Act 1996 (Section 86), the statutory minimum notice an employee must give is one week, provided they have been employed for one month or more. Your contract of employment may require a longer notice period, and that contractual period takes precedence. Failure to serve the correct notice period could entitle the employer to claim damages for breach of contract, although in practice this is rare. You are entitled to be paid for all work done up to and including your last working day, plus any accrued but untaken holiday under the Working Time Regulations 1998. If you are subject to post-employment restrictive covenants (such as non-compete clauses), these may continue to apply after your departure. This template does not constitute legal advice.

This template is provided for informational purposes only and does not constitute legal advice. For complex legal matters, we recommend consulting a qualified solicitor.

Frequently Asked Questions

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