Before You Hand In Your Notice: Things to Check
Do not resign in the heat of the moment. Even if you have a firm new job offer, take a few days to make sure everything is in order before you resign. First, check your employment contract. You need to know your notice period, any restrictions (such as non-compete or non-solicitation clauses), and your holiday entitlement.
Confirm your new job offer is in writing and unconditional before you resign. Verbal offers can be withdrawn, and conditional offers (subject to references or DBS checks) carry risk. If your new employer requires you to start by a specific date, make sure this is compatible with your notice period.
Think about references. Who will your new employer contact? Are your referees prepared? If your relationship with your manager is poor, it is worth identifying an alternative referee within the organisation — a senior colleague or the head of another team — before you resign.
Understanding Your Notice Period
Your notice period is set out in your employment contract. Common notice periods are one month, one week per year of service (with a minimum of one week under the Employment Rights Act 1996 after one month's continuous employment), or a specific number of weeks or months. If your contract is silent on notice, the statutory minimum applies.
You must work your notice period unless your employer agrees to a shorter period (known as a mutual agreement to waive notice) or pays you in lieu of notice (PILON). Some employers have a contractual right to pay you in lieu of notice — check your contract for this clause.
If you leave without giving proper notice, you are technically in breach of contract. Your employer could theoretically sue you for losses caused by your early departure, though this is rare in practice. More practically, leaving without notice may jeopardise your reference and final pay.
Why You Should Always Resign in Writing
Always resign in writing — even if you have already told your manager verbally. A written resignation creates a clear record of the date you gave notice, giving you certainty about when your notice period begins and ends. Without this, disputes about your last working day, holiday pay, and final salary can arise.
Your resignation letter does not need to be long. A short, professional letter stating that you are resigning, your position, your notice period, and your intended last day is sufficient. You do not need to give a reason for leaving, and in most cases, it is better not to — a brief, neutral letter preserves your professionalism and your options.
Send the letter by email (and keep a copy) and, if possible, also deliver a printed copy to your manager or HR. This creates a double record and avoids any suggestion that the email was not received.
How to Structure Your Resignation Letter
Your resignation letter should include: the date, a clear statement that you are resigning from your position, the title of your position, your notice period, your last working day, and a brief closing sentence. That is all.
Optional elements — if they are genuinely true and will serve you professionally — include a sentence thanking the company for the opportunities you have had, and an offer to assist with the handover. Including these costs you nothing and is good professional practice.
Avoid: detailed reasons for leaving, criticism of colleagues, managers, or company practices, or emotional language. Your resignation letter may be placed on your personnel file and referred to long after you have left.
Having the Conversation with Your Manager
Ideally, resign to your manager in person (or by video call) before sending the written notice — the conversation first, the letter immediately after. This shows respect for the professional relationship and gives your manager the opportunity to respond before the formal process begins.
Keep the conversation brief and professional. You do not owe your manager a detailed explanation. 'I've been offered an opportunity that is a better fit for where I want to go next' is sufficient. Resist any pressure to disclose where you are going or why, particularly if you are joining a competitor.
Be prepared for a counteroffer. If your employer values you, they may offer a pay rise, promotion, or other incentive to stay. Consider these carefully — statistics consistently show that most people who accept a counteroffer leave within six to twelve months anyway, as the underlying reasons for leaving rarely change.
Garden Leave: What It Is and How It Works
Garden leave is when your employer requires you to stay away from the workplace during your notice period while still paying your full salary. It is often used for senior employees, those moving to competitors, or those with access to sensitive information.
During garden leave, you remain an employee and your contract continues. You are still entitled to your full pay and benefits. However, you cannot work for a competitor, set up your own business in competition, or solicit clients or colleagues. Your employer can recall you to work if they need to, though in practice most do not.
Garden leave is beneficial for both sides: the employee gets paid without working, and the employer limits the risk of damage to client relationships or confidential information. If you are placed on garden leave, make good use of the time — rest, prepare for your new role, and ensure you are not in breach of any restrictions.
Your Holiday Entitlement on Resignation
When you resign, you are entitled to any accrued but untaken holiday pay. This is calculated based on your holiday year entitlement, how much of the year has passed, and how much leave you have already taken.
Many employers will allow you to take any remaining holiday during your notice period. Some contracts allow the employer to require you to take holiday during your notice period, and some allow them to pay it out instead. Check your contract for what applies to you.
If you believe your employer is withholding holiday pay you are owed, you can make a claim to an employment tribunal. Holiday pay is a statutory right — employers cannot simply refuse to pay it.
Common Mistakes to Avoid
- ✕Resigning verbally without following up in writing — this creates ambiguity about your notice period
- ✕Resigning without checking your notice period first — you could be in breach of contract
- ✕Resigning before your new offer is confirmed in writing — verbal offers can be withdrawn
- ✕Burning bridges on the way out — the professional world is smaller than it seems
- ✕Including criticism of the company or colleagues in your resignation letter
- ✕Accepting a counteroffer without carefully considering whether the underlying reasons for leaving have changed
- ✕Forgetting to check your non-compete clause — these may restrict what jobs you can take
- ✕Not asking HR for written confirmation of your leaving date and final pay calculation
Frequently Asked Questions
Can my employer refuse to accept my resignation?
No. Your employer cannot refuse your resignation. You have the right to terminate your employment by giving the required notice. They can ask you to reconsider, but they cannot force you to stay.
What if I need to leave before my notice period is up?
You can negotiate with your employer to agree a shorter notice period. If they agree, get it in writing. If they do not agree and you leave early, you are technically in breach of contract — which may affect your final pay and references.
Am I entitled to a reference?
Employers are not legally required to provide a reference (except in regulated sectors such as financial services). However, refusing to provide one, or providing a misleading one, can expose an employer to legal risk. Most provide at least a factual reference confirming employment dates and job title.
Can I be dismissed during my notice period?
Yes, but you would still be entitled to notice pay (or pay in lieu of notice) and potentially redundancy pay if applicable. If you are dismissed during notice without cause, you may have a claim for wrongful dismissal.