Resignation Email Generator
A resignation email is a short document with a long life: it often ends up in your HR file, and it's the last impression you leave before your references are called. It should state clearly that you're resigning and give your last working day in the first two sentences, thank your employer without gushing, and offer to help with the handover. Everything else — why you're leaving, what you didn't like, where you're going next — is optional and often better left out.
This preset writes resignation emails that stay calm, positive and complete. Give it your manager's name, your role, your notice period or last day, and anything you'd like to mention, such as a specific thank-you. It won't include criticism even if your input is frustrated, so you can vent a little in the box and still get something you can send. Ideally, tell your manager in person first, then send this as the written confirmation.
Example: Resignation email
Settings: Formal
Input
Result
Tips
Talk first, email second
Tell your manager in a conversation, then send the email the same day as formal confirmation. Finding out by email can sour the rest of your notice period.
Check your notice period
Look at your contract for the required notice and count your last day accordingly. Put the exact date in the email to avoid confusion.
Keep reasons out of writing
If you want to give feedback about why you're leaving, save it for the exit interview, where it can be discussed properly.
Frequently Asked Questions
- Do I have to say why I'm resigning?
- No. A resignation email only needs to state that you're resigning and when your last day is. You can mention a new opportunity in general terms if you like.
- Who should I send my resignation email to?
- Your direct manager, with HR in copy if that's your company's process. Don't announce it to the wider team before your manager has had a chance to plan.
- Is two weeks' notice enough?
- It's standard in the US for many roles, but contracts elsewhere often specify one to three months. Your contract or local employment law takes precedence.