Resignation Letter

• At least one week if the employee has between one month and two years of service
• One week for each full year of service, up to a maximum of 12 weeks, if the employee has two or more years of service

Not applicable.

• Prorated Salary: Employee is entitled to salary up to the termination date, including any worked notice period.
• Accrued but unused Leave: Employer must pay for unused statutory holiday entitlement.

Employers can issue summary dismissal for gross misconduct, which includes serious actions like theft, fraud, physical violence, gross negligence, or serious insubordination.

Must be a written notice.

Summary dismissal means immediate termination without notice or payment in lieu.

No statutory severance applies in summary dismissals.

• Prorated Salary: Employees must be paid for work up to the termination date.
• Accrued but Unused Leave: Employers are required to pay for unused statutory holiday entitlement.
• Expenses/Bonuses/Commissions: Any due contractual entitlements must be honored unless forfeited by contract.

Termination without cause is allowed in the UK, but employers must ensure the decision isn’t discriminatory, retaliatory, or in breach of statutory protections. If the dismissal is challenged as unfair, especially when the employee has two or more years of service, the employer must be able to justify it.

Email or signed letter

• One week for service of less than two years
• One week's for each year of continuous service - two years of employment but less than 12 years

No statutory severance is applicable in general terminations without cause.

• Prorated salary for days worked until the termination date
• Prorated salary for days worked until the termination date

MTA is a voluntary agreement signed by both parties (employer and employee) to terminate an employment contract by mutual consent.

Included in the MTA.

• At least one week’s notice for service under two years,
• One week per full year of service for service between two years to 12 years,
• 12 weeks’ notice maximum for service of more than 12 years.

• No statutory obligation to pay severance unless redundancy applies.
• However, mutual terminations often include a negotiated lump-sum payment, as a settlement sum.

• Prorated Salary: Paid for work up to the termination date.
• Accrued Leave: Must be paid in full.
• Bonuses/Commissions/Expenses: Payable as per the contract.

A fixed-term contract ends automatically on the agreed end date with no notice required from the employer.

Statutory dismissal and protections:

• The non-renewal of a fixed-term contract is considered a dismissal under employment law.
• With two years’ continuous service, the employee gains the right not to be unfairly dismissed. The employer needs to show that there’s a ‘fair’ reason for not renewing the contract (eg, if they were planning to stop doing the work the contract was for).
• After one year, the employee is also entitled to a written statement of reasons if the employer doesn't renew the contract.

Contract must allow early termination: Employers can only end a fixed-term contract early if the contract explicitly includes an early termination clause.

• If clause exists and notice is given:
  • The employer must comply with the specified notice period in the contract.
  • If the contract is silent on notice, statutory minimum notice applies:
    • One week notice after one month of service
    • One week per year of service for employees with two or more years’ service.
• Without contract provision:
  • If the employer terminates early without an express clause, it may be a breach of contract.
  • The employee may claim damages, often equated to salary they would’ve earned during the remainder of the contract.