Notice Of Intention To Leave Job Template for Ireland

When you decide to leave your job in Ireland, submitting a properly formatted Notice Of Intention To Leave Job is both a legal requirement and professional necessity. This formal document communicates your resignation to your employer while ensuring compliance with Irish employment legislation and protecting your rights during the notice period.

When do you need this document?

You need this notice when you have made a firm decision to terminate your employment voluntarily. This includes situations where you're moving to a new job, relocating, changing career paths, or leaving the workforce entirely. The document is required regardless of your employment type, whether you're a permanent employee, temporary worker, or on a fixed-term contract. You should prepare this notice before informing your employer verbally, as it provides official documentation of your resignation date and notice period. It's also necessary when you want to ensure proper handover of responsibilities and maintain positive professional relationships for future references.

Key legal considerations

Your notice must specify the correct statutory notice period based on your length of service under the Minimum Notice and Terms of Employment Acts. Employees with 13 weeks to 2 years of service must give one week's notice, while those with 2-5 years must provide two weeks' notice. For longer service periods, you must give one additional week for each year of service, up to a maximum of 12 weeks. Your employment contract may require longer notice periods, which take precedence over statutory minimums. The notice should clearly state your last working day and express willingness to assist with handover procedures. Consider including details about outstanding annual leave entitlements, as the Organisation of Working Time Act 1997 governs how unused leave should be handled upon resignation.

Legal requirements in Ireland

Under Irish law, your notice must be in writing and delivered to your employer or their designated representative, such as your line manager or HR department. The Terms of Employment (Information) Acts require that resignation notices contain specific information including your name, position, resignation date, and notice period. If you're on a fixed-term contract, the Protection of Employees (Fixed-Term Work) Act 2003 may affect your notice requirements and termination procedures. Your notice becomes legally effective from the date your employer receives it, not when you write or send it. The Payment of Wages Act ensures you receive all outstanding wages, including payment for accrued annual leave during your notice period. Keep copies of your notice for your records, as this document may be referenced for future employment verification or legal purposes.