Employment Contract Termination Letter By Employee Template for England and Wales

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Key Requirements PROMPT example:

Employment Contract Termination Letter By Employee

"I need an Employment Contract Termination Letter By Employee for my role as Senior Software Developer at a tech company, giving 3 months' notice as per my contract, with my last working day being March 15, 2025, and including a commitment to complete my current project handover."

What is a Employment Contract Termination Letter By Employee?

An Employment Contract Termination Letter By Employee is a crucial document used when an employee decides to end their employment relationship voluntarily. Under English and Welsh law, employees must provide written notice of their resignation, adhering to either statutory minimum notice periods or longer periods specified in their employment contract. The letter should be professional, clear, and contain essential information including the formal notice of resignation, last working day, and commitment to proper handover. This document serves as legal proof of resignation and helps maintain clear communication between parties during the transition period.

What sections should be included in a Employment Contract Termination Letter By Employee?

1. Personal Details & Date: Employee's name, address, and date of letter

2. Addressee Details: Line manager/HR manager's name and company address

3. Formal Resignation Statement: Clear statement of intention to resign

4. Notice Period: Specification of notice period and last working day

5. Handover Commitment: Statement of willingness to ensure smooth transition

6. Closing & Signature: Professional closing statement and signature

What sections are optional to include in a Employment Contract Termination Letter By Employee?

1. Reason for Leaving: Brief explanation of resignation reason - optional section used when maintaining good relations is important and when leaving on good terms with a professional reason

2. Gratitude Statement: Expression of thanks for opportunities and experiences - optional section recommended when leaving on good terms

3. Future Contact Details: Personal contact information for future correspondence - optional section used when wanting to maintain professional network

What schedules should be included in a Employment Contract Termination Letter By Employee?

1. Handover Document: Schedule containing list of ongoing projects and responsibilities

2. Company Property List: Schedule listing inventory of company assets to be returned

3. Final Pay Calculation: Schedule showing breakdown of final salary, unused holiday pay, and any other entitlements

Authors

Alex Denne

Head of Growth (Open Source Law) @ Genie AI | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

Industries

Employment Rights Act 1996: Primary legislation governing employment rights in England and Wales, covering statutory notice periods (minimum notice requirements), requirements for written notice, and protection against unfair constructive dismissal

Employment Contracts Act 1972: Legislation governing contractual aspects of employment, including contractual notice periods and terms and conditions of employment

Data Protection Act 2018 and UK GDPR: Legislation concerning the handling of personal information and privacy considerations during the termination process

Contract Law Principles: Common law requirements for valid notice and contractual obligations/duties

Statutory Notice Period: Minimum legal requirement of 1 week's notice if employed between 1 month and 2 years

Contractual Notice Period: Notice period specified in employment contract which may be longer than statutory minimum

Garden Leave Provisions: Provisions that may allow employer to require employee to stay away from work during notice period while remaining employed

Company Property Return: Legal requirement to return all company property upon termination of employment

Confidentiality Obligations: Ongoing duties regarding confidential information even after employment ends

Post-termination Restrictions: Any restrictive covenants that continue to apply after employment ends

Final Pay and Benefits: Legal requirements regarding settlement of final salary, bonuses, and benefits

Holiday Entitlement: Calculation and payment of any accrued but unused holiday entitlement

Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks,  Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination,  Severance Pay, Governing Law, Entire Agreemen

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