The Resignation Not Accepted Letter To Employee is a crucial document in New Zealand's employment landscape, used when an employer wishes to formally contest or not accept an employee's resignation. This document is typically employed in situations where the employee holds a critical position, is bound by specific contractual obligations, or when the employer believes the resignation decision was made hastily or under misconceptions. The letter must comply with New Zealand employment law, particularly the Employment Relations Act 2000 and good faith obligations. It should clearly state the receipt of resignation, reasons for non-acceptance, reference to relevant employment agreement clauses, and propose constructive next steps. This document often serves as the first step in retention negotiations or discussions about alternative arrangements.
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1. Letter Header: Company letterhead, date, reference number, and formal addressing to the employee
2. Acknowledgment of Resignation: Confirmation of receiving the employee's resignation letter with specific date received
3. Statement of Non-Acceptance: Clear statement that the resignation is not accepted, with brief primary reason
4. Legal Basis: Reference to relevant employment agreement clauses or legal provisions supporting the non-acceptance
5. Detailed Explanation: Comprehensive explanation of reasons for non-acceptance and current contractual obligations
6. Next Steps: Clear outline of expected actions and immediate next steps
7. Closing Statement: Professional conclusion with invitation for discussion and contact details
8. Signature Block: Formal signature section with name and title of the authorized representative
1. Current Projects Reference: Include when the employee is involved in critical ongoing projects that factor into the non-acceptance
2. Performance Recognition: Include when highlighting the employee's value to the organization as part of retention effort
3. Alternative Proposals: Include when offering alternative arrangements or compromises
4. Notice Period Discussion: Include when there are specific issues around notice period requirements
5. Confidentiality Reminder: Include when there's a need to remind about existing confidentiality obligations
1. Copy of Employment Agreement: Relevant sections of employment agreement regarding notice periods and termination
2. Project Status Report: If referenced in letter, current status of critical projects requiring employee's involvement
3. Meeting Minutes: If applicable, minutes from previous discussions about the resignation
Relevant legal definitions
Clauses
Acknowledgment of Receipt
Notice Period Requirements
Contractual Obligations
Continuation of Employment
Current Project Commitments
Good Faith Obligations
Confidentiality
Next Steps
Meeting Request
Alternative Arrangements
Employee Value Statement
Legal References
Contact Details
Existing Benefits Continuation
Notice Period Requirements
Contractual Obligations
Continuation of Employment
Current Project Commitments
Good Faith Obligations
Confidentiality
Next Steps
Meeting Request
Alternative Arrangements
Employee Value Statement
Legal References
Contact Details
Existing Benefits Continuation
Relevant Industries
Professional Services
Information Technology
Financial Services
Healthcare
Education
Manufacturing
Retail
Construction
Public Sector
Telecommunications
Mining and Resources
Transport and Logistics
Hospitality
Non-Profit Organizations
Relevant Teams
Human Resources
Legal
People and Culture
Employee Relations
Corporate Services
Executive Leadership
Administration
Compliance
Relevant Roles
Human Resources Manager
HR Director
People and Culture Manager
Legal Counsel
Employment Relations Manager
HR Business Partner
Chief Human Resources Officer
HR Operations Manager
Employee Relations Specialist
Department Manager
Chief Executive Officer
Managing Director
General Manager
Company Secretary
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