This policy details the process to be followed by an employee who wishes to resign and gives guidance for managers on the issues to consider before the resignation takes effect. The policy covers giving notice, pay in lieu of notice, garden leave, restrictive covenants, managing holiday during the notice period and the completion and handover of work.
This letter confirms the company’s acceptance of the employee's resignation. A number of optional paragraphs are included in relation to contractual notice periods.
This letter offers an employee who has submitted a resignation letter containing grievance issues the opportunity to have the issues addressed. The letter states that an informal chat or formal grievance meeting can be arranged but also outlines that if the employee does not wish to address the issues then a separate letter confirming the arrangements for their resignation period will be sent.
This letter can be used after asking an employee to reconsider their resignation, where they have resigned raising an issue or grievance, if no response is received.
This letter is to respond to an employee who has resigned whilst on suspension as part of the disciplinary process.
This letter can be used for an employee who has resigned pending possible disciplinary action.
This letter can be used where an employee has resigned with immediate effect prior to disciplinary action being taken against them.
For employees who resign in the heat of the moment, this letter gives them an opportunity to discuss the reason(s) at a grievance meeting. If they do not respond to this invitation they are considered to have resigned and their P45 and final payments are processed.
For an employee who has resigned in the heat of the moment following a period of poor mental health, this letter asks them to arrange a meeting to confirm their intention and to discuss the workplace support which is available. The letter confirms that their resignation will be processed if the employee does not respond to this letter.
Use this letter to conclude the resignation of an employee, who does not have two years' service at the date of concluded resignation, following a period of unauthorised absence. The letter outlines the attempts the organisation has made to contact the employee and confirms arrangements for final payment.
This letter explains the employee's obligations to the organisation while they are on garden leave and when the garden leave starts.
This letter should be sent to employees in the event that a retraction of a resignation has been formally accepted. The letter outlines the reasons for the retraction and confirms that the employee will remain in employment.
Reviewed 16 January 2024