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How to resign well

Leaving well protects your reputation, your reference, and your next move. Do it cleanly, do it positively, and keep both sides informed.

Before you act: consider everything

Read your new contract and confirm the facts. Make note of:

  • Notice & last day: your contract length, any garden leave, holiday pay, handover expectations.
  • Money: bonus/commission dates, clawbacks, expenses, overtime.
  • Restrictions: non-compete, non-solicit, IP and confidentiality.
  • Offer details: written offer, salary, start date, checks cleared, equipment, location, flexibility/hybrid etc.
  • Your “why”: write your top three reasons for moving. If pay is the only one, you may want to try to fix it before you resign.

Leave on good terms. You never know when you’ll need a reference, contact or a simple favour.

The Resignation Drill

Think of this as your calm, step-by-step playbook.

  1. Call your consultant first
    Share your notice, last day, and any sensitive issues in play. Agree your timings and how to handle a counter-offer.
  2. Book the conversation with your manager
    Ask for 15 minutes in person or on video the same day. Keep it private.
  3. Prepare your message and letter
    Keep it short, positive, and factual. State your last working day, as per your contract. Bring a printed letter or have the email ready to send.
  4. Resign — making the process clear and professional
    • Lead with appreciation.
    • State that you’ve accepted another offer.
    • Confirm your last day and propose a handover plan.
    • Avoid blame or negativity. Focus on pull factors (“I’m moving toward X”), not push factors.
  5. Handle the counter-offer moment
    If it comes, thank them and stay consistent. Ask for time to reflect if needed. If your decision is made, decline politely (see below).
  6. Confirm in writing to HR
    Send your letter/email straight after the meeting. Ask for written acknowledgment.
  7. Align on how you’ll share the news
    Agree what you can say, when, and with whom (team, stakeholders, clients). Stick to the plan.
  8. Update your new employer
    Confirm your notice end date, start date, any risk, and when your references will land. Keep them involved.
  9. Deliver a tight handover
    Create a clear pack (status, risks, owners, deadlines, access). Book any handover sessions with your colleagues. Leave things better than you found them.
  10. Exit well
    Do the exit interview with grace. Request a written reference or a short LinkedIn recommendation while the goodwill is high.

Keep it positive (this matters)

  • Talk about growth, scope, learning, and fit.
  • Thank people by name.
  • Don’t bad-mouth colleagues or leadership.
  • Don’t gloat about the new package.
  • Don’t disengage — your last month is on your CV too.

Communicate with both sides

  • Current employer: manager first, then HR, then team/clients per the agreed plan. Keep your tone constructive.
  • New employer (and us): confirm dates, share progress, flag risks early. Don’t go quiet: silence worries people; clear updates will build trust.

Resign with clarity and calm. You’ll protect your reputation today and your options tomorrow.

If you want a quick run-through of your plan — letter, timings, and counter-offer stance — share your dates with us and we’ll map it out with you.