Fill in eight fields. The letter body is built from the official ACAS resignation notice template. Same wording, same structure, with your details inserted. No sign-up, instant download, your information never leaves your browser.
If you believe you have no choice but to leave because of something your employer has done (a serious breach of contract, harassment, or similar), this could be constructive dismissal. Resigning without advice can weaken a tribunal claim. Call ACAS on 0300 123 1100 first.
Most people send a resignation by email. Use Copy and paste the text into the body. The .txt download is for your records.
The generator builds the body of your letter from the official ACAS resignation notice template. Same wording, same structure. The only changes are: your name, job title, company, manager, date, and calculated last day are substituted into the template, and any optional ACAS clauses (holiday pay query, thank-you block) are included if you tick them.
Two things in the form are clearly labelled as not part of the ACAS template: the "reason for leaving" sentence and the "offer to help with handover" line. These are common additions employees make. They are flagged so you can choose to include them or stay strictly with ACAS wording.
ACAS is the Advisory, Conciliation and Arbitration Service. It is a non-departmental public body sponsored by the Department for Business and Trade. Its guidance is the most widely cited reference for UK employment matters.
Under section 86(2) of the Employment Rights Act 1996, once you have been continuously employed for one month or more, you must give your employer at least one week's notice. This is a single fixed minimum. It does not increase with length of service. Your written contract may require longer notice, and if it does, the contract overrides the statutory minimum (s.86(3)). Always check your contract before submitting your letter.
ACAS guidance is that the notice period generally begins the day after you give notice. So if you hand in your letter on a Monday with one week's notice, your last day is the following Monday. The calculator on this page uses this convention.
There is no legal requirement to explain why you are resigning, and the ACAS template does not ask for one. Many people add a short reason as a courtesy. That is why the form offers it as optional.
A verbal resignation is legally valid. Putting it in writing creates a dated record, which is useful if your last day or final pay is later disputed.
Your employer may, if your contract allows, place you on garden leave (you remain employed and paid but stop working) or make a payment in lieu of notice (PILON), ending the employment immediately and paying out the notice period. Both are common. Both require contractual authority or your agreement.
Two different rules apply depending on which way notice is being given. They are often confused, so they are shown separately.
| Length of continuous employment | Statutory minimum notice you must give |
|---|---|
| Less than 1 month | No statutory minimum |
| 1 month or more (any length) | 1 week |
Note: your contract may set a longer notice period. Where it does, the contract applies.
| Length of continuous employment | Statutory minimum notice the employer must give |
|---|---|
| Less than 1 month | No statutory minimum |
| 1 month to under 2 years | 1 week |
| 2 years to under 12 years | 1 week for each complete year |
| 12 years or more | 12 weeks (maximum) |
No. There is no legal requirement to give a reason, and the official ACAS resignation notice template does not include one. You can simply state that you are resigning and give your notice period.
Yes. UK law does not require resignation to be in writing. A written resignation creates a dated record of when you gave notice. That is useful protection for both sides if there is later disagreement about your last day or final pay.
Section 86(2) of the Employment Rights Act 1996 requires at least one week's notice once you have been continuously employed for one month or more. This is a fixed minimum; it does not increase with length of service. Your contract may require longer, and if it does, the contract applies.
Leaving before the end of your notice period without your employer's agreement is technically a breach of contract. In practice most employers will not sue, but it can affect your reference and any contractual pay still owed. Speak to your employer first, or contact ACAS for advice.
Yes, in two main ways. They can place you on garden leave (you remain employed and on full pay but stop coming in) or pay you in lieu of notice (PILON), ending the employment immediately and paying out the notice period. Both must be permitted by your contract or agreed with you.
Garden leave is when your employer asks you to stop working during your notice period while keeping you employed and paid. You remain bound by your contract (including any duty of confidentiality and any non-compete clauses) until your last day.
PILON is a payment your employer makes covering the notice period, in exchange for ending the employment immediately. The contract must permit it, or you must agree to it. PILON is treated as earnings for tax purposes.
Once you have given notice, you cannot withdraw it unilaterally. Your employer has to agree to cancel it. If you change your mind, speak to your manager as soon as possible. Many employers will agree to retract a resignation, especially if it was given in haste.
Leaving a job voluntarily can lead to a Universal Credit sanction of up to 91 days for a first sanction. Whether one applies depends on your reasons and circumstances. Check the GOV.UK guidance on Universal Credit sanctions before resigning if you may need to claim.
Your resignation is legally effective once you have given it. Your employer's acknowledgement is not required to make it valid. Keep a dated copy of your letter or email. If your employer disputes your last day or owed pay, call ACAS on 0300 123 1100.
myresignationletter.co.uk is a free, single-purpose tool that generates a UK resignation letter using the exact wording of the official ACAS template, with your details inserted. No accounts, no email capture, no payments. All processing happens in your browser. Nothing you type is sent to a server.
This tool is for general guidance only and does not constitute legal advice. For complex situations (particularly any case involving forced resignation, harassment, discrimination, breach of contract, or unpaid wages) speak to ACAS on 0300 123 1100, a qualified employment solicitor, or your trade union.
Last reviewed: 20 May 2026. The legal references on this page were verified against the live ACAS website and legislation.gov.uk on this date.
Questions, corrections, or feedback: hello@myresignationletter.co.uk.
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