Just to let you know... If you are an existing user before 18th September, you may notice the model documents have changed. This is to coincide with our website relaunch: we wanted to refresh the content too. Don't worry, these are not legally required changes so you can continue to use the previous version you have saved or downloaded. (We have kept the previous date as well to make it easy to reference.)
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.
Letter to employee who has resigned whilst on suspension
This letter is to respond to an employee who has resigned whilst on suspension as part of the disciplinary process.
Letter to an employee who has resigned in the heat of the moment following poor mental health
For an employees 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.
Garden leave letter
Letter accepting retraction of resignation after formal acceptance
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.
Letter acknowledging receipt of resignation
This letter confirms the employee's resignation. A number of optional paragraphs are included in relation to contractual notice periods.
Letter responding to resignation letter containing grievance issues
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.
Letter to an employee who has resigned in the heat of an argument
For employees who resign in the heat of the moment, this letter gives them an oportunity 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.