Leave well. The letter is the easy part.
A resignation letter does two jobs — it provides a clean written record of the date and notice period, and it sets the tone of your last days at the company. The structure is conventional; the tone is yours.
Four templates, free with a single-field email opt-in. We use the email to send one short HR tips note per week — unsubscribe anytime, no other use, no third-party sharing. The conversation is more important than the letter; the letter is what files the conversation.
Simple resignation letter
A short, professional resignation letter — three paragraphs, clear notice period, no burned bridges.
Letter of resignation
The longer, more formal letter of resignation — paragraphs for the statement, the notice period, the transition support, and a closing acknowledgement.
Two weeks' notice letter
A US-standard two weeks' notice letter — explicitly references the two-week period, the last working day, and the standard handover offer.
Example resignation letter
A worked example with placeholders filled in — exactly what a polished resignation letter looks like in practice.
Questions to settle before you send.
- How much notice should I give?
- Check your employment contract first. Most US individual-contributor roles expect two weeks; most AU professional roles expect four weeks. Senior or specialised roles often warrant longer; emergency situations sometimes warrant less. The contract sets the minimum; convention and decency set the rest.
- Do I need to include a reason for leaving?
- No. The letter is a formal record of the resignation, not an explanation. Reasons belong in the conversation with your manager. Keeping the letter neutral protects you from a sentence read out of context later.
- Should I deliver it in person or by email?
- Both. Have the conversation in person if you can; deliver the letter immediately afterwards as the written record. The conversation is the human moment; the letter is the documentary one.
- What if I'm leaving because of a problem?
- Keep the letter neutral. If there is a serious issue (harassment, discrimination, contract breach), address it through HR or with qualified counsel — not in the resignation letter, which becomes part of the personnel file and is read by future readers.