An Australian resignation letter should state clearly that you are resigning, identify your role and give the date you expect your employment to end. Use the template below as a starting point, then check your contract, award or enterprise agreement for the notice period that applies to you.
Why put your resignation in writing?
A written resignation creates a clear record of your decision and the date you told your employer. It can also help prevent confusion about your notice period, final working day and handover arrangements. A letter or email is usually enough; it does not need elaborate language or a detailed explanation of why you are leaving.
In Australia, there is no single resignation-letter format that every employee must use. The practical aim is to communicate your resignation professionally and unambiguously. Keep a copy of the message and, if you deliver a printed letter, note when and to whom you gave it. If you are unsure whether your workplace has a required process, check your employment documents or ask your manager or people team.
Check your notice period before choosing a final day
Do not assume that a standard number of weeks applies to every Australian employee. The notice you must give can depend on your modern award, enterprise agreement, employment contract and type of employment. The Fair Work Act does not set one universal employee notice period for all workers. Some awards and agreements contain specific notice rules, while a contract may also set requirements. Coverage can vary, including for some public-sector employees.
Before writing a final date, look for clauses headed “notice”, “termination” or “resignation” in your current documents. Confirm which instrument applies if you have more than one document, or if a policy appears to conflict with your contract. You can also use the Fair Work Ombudsman’s information to identify general workplace rules. A source that explains employer notice to an employee may not describe the employee’s own notice obligation, so check that you are reading the right section.
When calculating dates, distinguish between the day you give notice and your final day of employment. If your notice period is expressed in weeks, ask how your employer counts it and confirm the proposed end date in writing. Do not rely on a verbal estimate if the timing matters for a new job, leave arrangements or handover. If you want to finish earlier than the required period, ask whether your employer will agree to a shorter notice period; get any agreement in writing.
Resignation letter template for Australia
Date: ______________________________
To: ______________________________
Dear ______________________________,
Please accept this letter as formal notice of my resignation from my position as ______________________________ at ______________________________.
I am giving notice on ______________________________. Based on my understanding of the applicable notice period, my proposed final day of employment is ______________________________. Please let me know if you calculate a different final day.
Thank you for the opportunity to work with ______________________________. I will assist with a reasonable handover during my notice period.
Yours sincerely,
Signature: ______________________________
Name: ______________________________
Replace each blank with accurate information, and remove any sentence that does not fit your situation. If you send the letter by email, a typed name is commonly used as the sign-off. The template is deliberately neutral: you can resign without explaining your reasons, and you do not need to include criticism or personal details.
What to include, and what you can leave out
A useful resignation letter is brief but specific. Include the information your employer needs to understand the decision and plan the transition:
- Your name and, if useful, your job title or team.
- A direct statement that you are resigning. Avoid wording that could sound like you are only considering resignation.
- The date you are submitting the notice and your proposed last day of employment.
- A short, courteous acknowledgement or offer to help with a handover, if appropriate.
You generally do not need to state where you are going next, give a reason, describe a workplace dispute or list every task you will complete. If you want to raise concerns, consider whether a separate conversation or formal process is more suitable. Putting allegations or sensitive information into a short resignation email can make the message harder to use as a simple record of notice.
Be precise with dates. “My last day will be in two weeks” can be interpreted differently, especially if the message is received late in the day or a public holiday falls within the period. Naming the intended date is clearer, while inviting the employer to confirm it gives both sides a chance to identify a calculation issue.
Short filled-in sample
Sample — all names and details below are fictional.
14 September 2026
Dear Jordan,
Please accept this letter as formal notice of my resignation from my role as office coordinator at Example Studio. I am giving notice today, and my proposed final day of employment is 28 September 2026, subject to confirmation of the applicable notice period.
Thank you for the opportunity to work with the team. I will prepare handover notes and help transition my current tasks during my notice period.
Kind regards,
Alex Taylor
The sample uses a direct statement, gives a proposed final date and keeps the tone courteous. Its dates are illustrative only; do not copy them without checking the notice rules and calendar relevant to your own employment.
How to send your resignation
Follow any reasonable workplace process for notifying your manager or employer. If there is no specified method, a dated email to your manager is often a practical way to create a written record. You may also provide a signed letter, either alongside the email or as requested. Address it to the person responsible for receiving resignations, and copy another relevant contact only if workplace procedure calls for it.
Before sending, check that the message has the right recipient, a clear subject line and an attached letter if you refer to one. A subject such as “Resignation – Alex Taylor” makes the purpose easy to identify. Save the sent email or a copy of the signed letter. If you speak to your manager first, follow up in writing so the date and proposed final day are documented.
Ask for confirmation of receipt and the agreed final date. This is especially useful if the employer needs to confirm notice calculations, arrange a replacement or discuss using leave during the notice period. Keep the exchange professional even if the conversation is difficult; the written record should focus on the resignation and practical arrangements.
Different employment situations to consider
The same basic letter can work in many roles, but the arrangements around leaving may differ. Check the documents and rules relevant to your circumstances rather than relying on a template alone.
- Casual employment: Notice expectations may differ from those for permanent employees. Check the applicable award, agreement or contract and do not assume that a rule for full-time staff applies to you.
- Fixed-term employment: Leaving before the agreed end date may involve terms specific to the contract. Read the early-termination provisions and ask for clarification before naming a final day.
- Probation: A shorter notice period may be set in an agreement or contract, but probation does not by itself establish one universal period. Check the written terms.
- Public-sector or unusual coverage: Some employees are covered by different workplace systems or instruments. Confirm the rules that apply to your employer and role.
- Immediate departure: If you cannot work the full notice period, explain the date you are requesting and ask whether the employer will accept it. Do not present an unapproved early finish as already agreed.
If an urgent or sensitive circumstance affects your ability to give notice, keep the communication factual and seek appropriate guidance about your specific rights and obligations. Where your situation needs legal or other professional advice, ask a qualified professional.
Common mistakes and how to avoid them
A resignation letter can be simple and still cause problems if key details are vague. These are common avoidable errors:
- Giving the wrong final date: Check the required notice period and ask the employer to confirm the date rather than guessing.
- Relying only on a conversation: A verbal discussion may be misunderstood. Send a written notice and keep a copy.
- Using unclear language: Say “I am resigning” rather than “I may be leaving” or “I am thinking about moving on”.
- Sending an angry message: Avoid insults, threats or unnecessary detail. If you need to raise a complaint, use an appropriate separate channel.
- Assuming a manager has approved an earlier finish: Ask for confirmation and retain the written response.
- Forgetting practical arrangements: Confirm how to return workplace property, transfer files and complete any handover that is reasonably required.
Another misconception is that a resignation letter must contain a reason. In most ordinary situations, a clear statement of resignation and relevant dates are the essential points. If an employer asks why you are leaving, you can decide how much to share; a brief, truthful response is usually easier to manage than a long explanation written in haste.
After you give notice
Once the employer acknowledges your resignation, confirm the final day, expected work arrangements and handover priorities. Ask how to return keys, devices, uniforms or other property, and whether there are instructions for removing personal items or transferring work records. Do not take confidential workplace information with you. Keep personal copies only where you are permitted to do so.
Check how your final pay and any outstanding entitlements will be handled. In the national workplace system, unused annual leave is generally paid out when employment ends, but other entitlements and the treatment of particular leave depend on the applicable rules and circumstances. Long service leave can vary by state or territory. Ask payroll or the relevant workplace contact for an itemised explanation if something is unclear; do not assume every balance is treated the same way.
Maintain a professional tone through your last day, even if you are leaving on difficult terms. A practical handover and clear written communication can help close out routine matters without changing the reason for your decision. Keep your resignation record and any confirmation of the final date with your employment documents.
Frequently Asked Questions
Do I have to give a reason in an Australian resignation letter?
Usually, a resignation notice can simply state that you are resigning and give the relevant dates. You can provide a reason if you choose, but a detailed explanation is not generally needed to make the letter clear.
How much notice do I need to give when resigning in Australia?
There is no single period for every employee. Check your award, enterprise agreement and employment contract, as well as any rules that apply to your employment system. Ask the employer to confirm how the period is calculated.
Can I resign by email?
A clear, dated email can provide a written record, unless your workplace requires a particular process. Send it to the appropriate manager or contact, state your intended final day and keep a copy.
Can I ask to leave before my notice period ends?
You can request an earlier finish, but make the request explicit and get the employer’s agreement in writing. Check your applicable terms before treating the earlier date as confirmed.
Should I address the letter to my manager or HR?
Use the person or contact specified by your workplace process. If no process is stated, send it to your manager or employer and include the relevant people-team contact if that is customary at your workplace.
What should I do if my employer disputes my final day?
Ask for the calculation and the provision it relies on, then compare it with your contract and any applicable award or agreement. If the disagreement affects your rights or obligations and you cannot resolve it, seek guidance from a qualified professional or the relevant workplace authority.