MOM's guidance says that where a contract specifies a notice period, an employee resigning must serve it or pay salary in lieu, unless notice is waived by mutual consent. Notice of termination must be in writing. Different circumstances can require further review, so check the actual terms and official guidance.

A preferred leaving date is not the same as a confirmed contractual final date. Resolve that distinction before making commitments to a new employer.

Read the relevant documents

Find the current contract, any amendments and the employer's stated notification process. Identify the notice clause and any question about how it applies. Do not rely only on what a colleague remembers from a different role or contract.

If the notice terms are missing, disputed or affected by unusual circumstances, use the official guidance and appropriate advice rather than inventing a period from a general template.

Make the written notice clear

State the intention to resign and ask for confirmation of the final employment date based on the applicable terms. Keep a copy of the message and the response. A resignation letter template can help with wording, but it cannot calculate the correct date for you.

If you want an earlier release, ask for it explicitly rather than presenting it as an agreed fact. Record any waiver or changed arrangement through the appropriate process.

Keep leave and handover separate

Do not assume unused annual leave automatically shortens the notice period. Review the applicable treatment and any required agreement with HR. Leave taken during notice and using leave to offset notice are questions that should be clarified rather than combined casually.

Prepare a handover of current work, deadlines, approved records and decision owners. Avoid copying confidential employer material into personal storage as part of preparing to leave.

Confirm the remaining arrangements

Ask how outstanding tasks, equipment, access and final administrative matters will be handled. Final salary can involve separate timing rules, so use the relevant guidance rather than assuming the ordinary monthly payment date always applies.

Where the situation is contentious, seek help promptly and keep communications factual. A clear written record supports an understandable process; it does not by itself resolve every contractual or legal disagreement.

Official source

Checked on 27 October 2026. Read the official guidance for eligibility, exceptions and later updates. This is general information; individual cases may need qualified advice. Explore opportunities.