Guide and FAQ
After filling in the form, read the notes below — important warnings and frequently asked questions are here.
Who is it for?
Suited to employees working under an open-ended employment contract who want to resign on their own initiative. Offers practical text for those who want to write their last working day while observing or accounting for the notice period. A general petition is used for a generic application to an institution; a custody return record is a separate document for returning employer property.
Things to watch for
- If you leave without observing the notice period, the employer may claim notice-period compensation; calculate the period based on your employment contract and seniority.
- Don't leave the letter as a single copy; get a registered, signed receipt or a signed copy.
- To avoid a "signed under duress" dispute, write the text in your own words and date it yourself.
- If there are just-cause grounds that would trigger severance pay, evaluate the situation before blindly using "resignation" wording.
- The social-security exit code and equipment return are separate processes; the letter alone isn't enough.
The basic elements of a resignation notice
Resignation is the employee's notice ending the employment contract on their own initiative. Being in writing, or made through a durable data medium, matters under Article 17 of the Labor Law.
The letter should clearly state the employer's title, the employee's name, position/unit, notice date, and last working day. A vague phrase like "I want to leave as soon as possible" creates disputes.
Stating a reason isn't mandatory. If you do, keep it brief and measured; unnecessary accusations can complicate later processes.
Notice period and last working day
The notice period varies by seniority and contract. Writing the last day without calculating the period risks an incomplete notice. Getting confirmation of the period from HR or payroll is useful.
It may be possible to agree with the employer to close out the notice period with pay instead of working it; that's a separate mutual agreement. Reflect in the letter what was actually agreed.
If a collective bargaining agreement or the individual contract sets a longer period, that applies. Check any special clauses that exceed the legal minimum framework.
Handover, equipment return, and exit procedures
Prepare two copies of the letter and get a "received" signature on one. If sending by email, keep the read receipt and the HR record.
Return custody items like a laptop, card, or key; a custody-return record complements this stage. Missing equipment can delay the final settlement.
The social-security exit notification, wages, and leave balance are the employer's processes — follow up on them. Check outstanding entitlements before signing a release.
Usage notes
- Prepare two copies of the letter and get the employer's / HR's signature.
- Set the last working day to match your notice period.
- A reason for resignation isn't mandatory; leave it blank if you don't want to include one.
- Follow up separately on social-security exit and equipment return.
- Check wage, leave, and compensation items before signing a release.
Legal information
Frequently asked questions
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Related guides
- CV Writing Tips: Balancing ATS and Human ReadersPractical, actionable advice on writing a short summary, measurable achievement bullets, ATS compatibility and PDF output for your CV.
- Resignation Letter and Notice Period: What to Watch ForA practical checklist for the date, delivery method, notice period and severance/notice-pay questions when writing a resignation letter.
This is a general-purpose template and does not constitute legal advice.