U.S. federal law does not require a specific resignation format. Employees may resign verbally or in writing, though written notice is widely recommended for clarity and recordkeeping. Employers may also set internal policies that require written notice.

Federal law does not require employees to give advance notice before resigning. In practice, notice periods are typically governed by employer policies or employment contracts, with two weeks being common but not mandatory

U.S. federal law does not require employers to pay severance or gratuity upon resignation or termination unless an employment contract, company policy, or collective bargaining agreement specifically provides for it. In most cases, severance remains discretionary or contract-based.

• Depending on state law and employer policy, accrued but unused vacation or paid time off (PTO) may be payable upon resignation. While federal law does not mandate payout, many states require it if the employer has an established policy or practice of paying out unused vacation.

• Eligible employees may also continue their group health insurance coverage through COBRA after separation, at their own cost.

Termination with cause typically involves serious employee misconduct, violation of company policies, poor performance, dishonesty, insubordination, theft, harassment, or other significant breaches of duty. Employers generally do not need to prove cause in at-will employment unless a contract or collective bargaining agreement requires it.

There is no federally mandated format for termination notice. Employers often provide written notice for clarity and legal documentation but may also communicate verbally. Mutual agreements typically require written documentation.

No federal law requires employers to give advance notice for termination, whether with or without cause, except in specific situations governed by laws like the Worker Adjustment and Retraining Notification (WARN) Act. Notice periods may be set by contract or company policy. Mutual termination agreements often specify notice terms.

There is no federal requirement to provide severance pay in any termination type unless stipulated by contract, company policy, or collective bargaining agreements. Severance is generally discretionary and often withheld in terminations for cause.

Final wages for hours worked must be paid timely according to state laws. Payment of accrued vacation or PTO on termination depends on state law and employer policies. Health insurance continuation (COBRA) must be offered for eligible employees regardless of termination type, with the employee responsible for premiums.

Employers can terminate employees without cause under the at-will employment doctrine, meaning no specific reason or fault is needed, provided the termination does not violate anti-discrimination laws or other protections.

There is no federally mandated format for termination notice. Employers often provide written notice for clarity and legal documentation but may also communicate verbally. Mutual agreements typically require written documentation.

No federal law requires employers to give advance notice for termination, whether with or without cause, except in specific situations governed by laws like the Worker Adjustment and Retraining Notification (WARN) Act. Notice periods may be set by contract or company policy. Mutual termination agreements often specify notice terms.

There is no federal requirement to provide severance pay in any termination type unless stipulated by contract, company policy, or collective bargaining agreements. Severance is generally discretionary and often withheld in terminations for cause.

Final wages for hours worked must be paid timely according to state laws. Payment of accrued vacation or PTO on termination depends on state law and employer policies. Health insurance continuation (COBRA) must be offered for eligible employees regardless of termination type, with the employee responsible for premiums.

Both employer and employee agree to end the employment relationship, often with negotiated terms regarding notice, severance, and other conditions.

There is no federally mandated format for termination notice. Employers often provide written notice for clarity and legal documentation but may also communicate verbally. Mutual agreements typically require written documentation.

No federal law requires employers to give advance notice for termination, whether with or without cause, except in specific situations governed by laws like the Worker Adjustment and Retraining Notification (WARN) Act. Notice periods may be set by contract or company policy. Mutual termination agreements often specify notice terms.

There is no federal requirement to provide severance pay in any termination type unless stipulated by contract, company policy, or collective bargaining agreements. Severance is generally discretionary and often withheld in terminations for cause.

Final wages for hours worked must be paid timely according to state laws. Payment of accrued vacation or PTO on termination depends on state law and employer policies. Health insurance continuation (COBRA) must be offered for eligible employees regardless of termination type, with the employee responsible for premiums.

Federal law does not set a specific deadline for final paycheck delivery, but all wages earned must be paid. Final pay timing is primarily governed by state law, which often requires payment on the last day of work or within a certain number of days (commonly between immediately and 72 hours). Employers must comply with the applicable state’s rules to avoid penalties.

Failure to pay final wages on time can result in penalties under state law, including fines, waiting time penalties (daily damages until payment), and potential lawsuits. There is no uniform federal penalty for late payment, but noncompliance can lead to claims with state labor departments and legal action.