A Fair Work resignation letter is a clear written notice that you are leaving your job, stating your role and intended final day. Use the printable template below, but first check your employment contract, applicable award or enterprise agreement: these documents may set the notice period you need to give.
What Fair Work rules cover when you resign
In Australia, “Fair Work” commonly refers to the national workplace relations system and information provided by the Fair Work Ombudsman. There is no single official resignation-letter form that every employee must use. A resignation can be communicated verbally in some circumstances, but a dated written letter or email is usually more practical: it records what you said, when you gave notice and the final day you proposed.
The main question is often not the letter’s wording but the notice obligation that applies to your job. It may come from a modern award, enterprise agreement or employment contract. Coverage depends on the employee’s job and workplace arrangements, so do not assume that a notice period you have heard about applies to everyone. Casual employment and other specific arrangements can also differ.
Check the current document that covers your employment and read the notice clause carefully. If you are unsure which award or agreement applies, Fair Work Ombudsman resources can help you identify where to look. A letter can be simple and courteous; it does not need to explain your personal reasons for leaving.
Check your notice period before choosing a final day
Before sending your resignation, identify the notice period and how it is calculated. The relevant clause may specify a number of days or weeks, when notice begins, and whether the final day must fall on a particular kind of workday. Use the wording in your applicable document rather than relying on a general online example.
- Read your contract. Look for a clause about resignation, termination or notice, and check whether it refers to an award or agreement as well.
- Check the applicable award or enterprise agreement. Confirm that it covers your position and review the current version, not an old copy.
- Work out the date. Count from the date notice is received, following the document’s rules. If the calculation is unclear, ask your employer to confirm the proposed final day in writing.
- Consider a shorter period only by agreement. You can request an earlier finish, but make sure the employer agrees rather than treating silence as approval.
- Keep a copy. Save the letter or email and any response confirming the agreed end date.
There is no universal rule that every employee must give the same number of weeks’ notice. If no applicable contract, award or agreement requires a particular period, the position may differ from one where a clear notice clause applies. Confirm the rules for your own employment before relying on that distinction.
Fair Work resignation letter template
____________________________
Employee name
____________________________
Address or email
____________________________
Date
To: ____________________________
Manager or employer name
Subject: Resignation
Dear ____________________________,
Please accept this letter as formal notice of my resignation from my position as ____________________________ with ____________________________.
My notice period is ____________________________. My proposed final day of employment is ____________________________.
Please let me know the arrangements for my final pay, any accrued leave, and returning company property. I will work with you to hand over my current duties during my notice period.
Thank you for the opportunity to work with the team. Please confirm receipt of this letter and my final day in writing.
Yours sincerely,
____________________________
Signature, if providing a printed letter
____________________________
Printed name
Sample resignation letter with fictional details
Sample only — all names and details below are fictional. This example shows how to fill in the template; its notice period is not a recommendation for other employees.
18 September 2026
To: Morgan Lee, Store Manager
Subject: Resignation
Dear Morgan,
Please accept this letter as formal notice of my resignation from my position as sales assistant with Example Corner Shop. My notice period is two weeks, and my proposed final day is 2 October 2026. I will help hand over my current tasks and return my uniform and keys before I leave.
Please confirm receipt of this letter and my final day in writing, and let me know how my final pay will be arranged. Thank you for the opportunity to work with the team.
Yours sincerely,
Alex Sample
What to include and what to leave out
A useful resignation letter makes the decision and dates easy to understand. Keep it factual, professional and brief. Your employer needs enough information to identify you, record your notice and plan the handover; the letter is not usually the place to settle every disagreement or explain your next career move.
- Your name and role: Include the position you hold and, if needed, the location or team that helps identify your employment record.
- A clear statement of resignation: Use direct wording such as “Please accept this letter as formal notice of my resignation.” Avoid language that could sound like you are only considering leaving.
- The notice date and proposed final day: State the date you are sending the notice and the date you believe your employment will end. Ask for written confirmation if the calculation needs checking.
- A practical handover offer: A short sentence about documenting tasks or returning property is enough. Do not promise work you cannot reasonably complete.
- A neutral closing: A brief thank-you is optional. You can remain courteous without giving a reason or expressing praise you do not mean.
You generally do not need to state why you are resigning. If you want to give feedback, consider whether a separate conversation or exit process is more suitable. Avoid including confidential information about colleagues, customers or the organisation in a letter that may be retained on your employment file.
Sending the letter and keeping a record
Address the letter to the manager or employer nominated in your workplace process. Email is often a convenient way to create a dated record, but follow any reasonable internal instructions about where resignations must be sent. If you hand over a printed letter, keep a copy and note when it was delivered. For an email, save the sent message and any acknowledgement.
Ask the employer to confirm receipt and the final day. That response can reveal a date-counting disagreement while there is still time to resolve it. If you do not receive a reply, follow up politely through an appropriate channel and retain that message too. Keep personal records of relevant documents, but do not copy or remove confidential workplace material you are not entitled to retain.
Once notice is given, continue to follow workplace policies and reasonable directions during the notice period. Agree on handover priorities with your manager, return property as arranged and clarify any rostered shifts or leave requests. A resignation letter does not itself approve annual leave during the notice period or change other work arrangements.
Final pay, leave and returning property
Ask payroll or your employer how final pay will be calculated and when it is expected. It may include wages for work completed and payment for accrued annual leave that must be paid out under the applicable rules. Personal or carer’s leave is generally not paid out when employment ends. Long service leave entitlements can depend on the relevant state or territory rules and the circumstances of the employment, so do not assume the answer is identical everywhere.
Final-pay timing and the treatment of particular entitlements can depend on the applicable award, agreement, contract and legislation. Check the terms that cover your employment and request an itemised explanation if an amount appears unclear. Do not assume an employer can withhold final pay for any reason or deduct the cost of property automatically; deductions are subject to rules and the details matter.
Arrange the return of keys, equipment, uniforms or other workplace property, and ask for a receipt if that would help avoid a later dispute. If you have outstanding expenses or timesheets, submit them through the usual process and keep copies of your own records. These administrative steps are separate from whether your resignation notice is valid.
Common resignation problems and how to avoid them
Using the wrong notice period: A friend’s notice period or a generic internet template may not match your job. Check the instrument that actually covers you and ask for confirmation if its application is uncertain.
Giving a vague final date: “I will finish in two weeks” can lead to different interpretations. Name the calendar date and ask the employer to confirm it, especially if shifts, weekends or a notice clause make the calculation less obvious.
Assuming a request is an agreement: If you need to leave earlier than the required notice, ask for a shorter period and wait for clear confirmation. Keep the agreement in writing. Do not present a requested date as settled unless it has been accepted.
Resigning in the heat of the moment: If you are upset, take time to make sure your message communicates a definite decision. A resignation can have significant consequences, and whether a disputed resignation can be withdrawn depends on the facts. If you have sent an unclear or impulsive message, promptly explain the situation and seek appropriate help rather than assuming it has no effect.
Confusing resignation with dismissal: If your employer has told you to leave, pressured you to resign, or made your continued employment untenable, the situation may not be a straightforward voluntary resignation. Do not use a standard template as a substitute for understanding what has happened. For circumstances requiring legal or other tailored advice, ask a qualified professional.
Alternatives and adjustments to the standard letter
The template can be adapted without changing its basic purpose. If you have already discussed your resignation, the letter can record that conversation and confirm the dates. If you are leaving immediately, state the date you intend to stop work, but do not imply that the employer has agreed to waive notice unless it has. You can ask for written agreement to an earlier end date in a separate sentence.
If you do not want to express thanks, replace that line with a neutral closing such as “I will complete the agreed handover before my final day.” If you are on leave or cannot attend in person, email may be a practical way to send notice, subject to the applicable workplace process. If you are unsure about the recipient, ask the relevant manager or human resources contact where written notice should go.
For a casual employee, fixed-term employee or someone covered by a special arrangement, check the terms that apply rather than assuming the standard example fits. The wording can stay short while the notice period and end date are adjusted to match the actual employment terms.
Frequently Asked Questions
Do I have to give written notice when I resign in Australia?
There is no single official letter form for all employees, but a contract, award or enterprise agreement may require notice and set how it is given. Written notice is a sensible record even where a particular format is not specified.
How much notice should I give under Fair Work?
There is no one notice period for every worker. Check your employment contract and the award or enterprise agreement that applies to your job, then calculate the date using its wording. Ask the employer to confirm the final day if there is doubt.
Can I resign by email?
An email can provide a clear written record and is commonly practical. Send it to the appropriate manager or contact, make the resignation and dates explicit, and keep the sent message and any response. Follow any specific process that applies at your workplace.
Can my employer make me work my notice period?
Your obligations depend on the terms that apply to your employment and the circumstances. Ask to agree on an earlier finish if you need one; do not assume you can leave without consequences simply because you have sent a letter. If the situation is disputed, seek qualified advice.
Is unused annual leave paid when I resign?
Accrued annual leave is generally paid out when employment ends, subject to the applicable rules. Final-pay calculations and other leave entitlements can vary, so check your award or agreement and ask for an itemised final-pay explanation.