Consider how long it will take to train and pass off any unfinished work to a colleague or new employee. You may be working on a big project and, in some cases, possess unique knowledge or skills the project requires.
Many businesses operate around the fiscal calendar to determine when to wrap up projects and set new goals for the following year. Your career goals can help you determine the length of your notice period. Determine whether your position description during the application process had a notice period in the job application or in any paperwork you signed to begin your employment. Make sure you review anything you agreed to on paper before notifying your employer of your resignation.
To communicate your resignation in a professional manner, ask for a meeting to submit a formal letter addressed to your supervisor. Businesses may keep your resignation letter in their files to use for their own HR documentation and if you need references in the future.
For resignation letters, follow these best practices to compile a professional letter:. List only positive reasons for leaving. Thank your employer for your time with the company and offer to help with any transitions. Resignation Letter Format 1. Date 2. Address line 3. Statement of resignation 4. Last day of work 5. Statement of gratitude 6. Next steps 7. Closing and signature. I am writing to inform you of my intent to resign from my position at [Business Name] as the [position] effective [last day of work].
Thank you for the opportunity to work with the [business department]. I have enjoyed my time working with this team and progressing in [industry].
I have learned and grown professionally in my time here. I am happy to help in the transition process or training of anyone who will fill my position between now and [final day of work]. Thank you for understanding my decision to leave the company to pursue [reason for leaving]. I wish you all the best for future continued success.
Find jobs. Company reviews. Should an employee receive a notice to terminate his contract from his employer and does not understand it, the notice must be explained orally to the employee in the official language that he understands.
If an employee is illiterate, a notice of termination must also be explained orally. In terms of section 37, an employer may not give notice to an employee while the employee is on leave, sick, or on maternity or annual leave. However, the same does not hold true for the employee. The employee may give notice to the employer while he is on leave, but the notice period will only begin from the day on which the employee returns to work.
The notice period to be served by the employee will affect the employee's annual leave. This will result in the employer having to compensate the employee for any outstanding annual leave to which he may have been entitled at the end of his notice period. Therefore, when you give notice to terminate your employment contract, know you rights. Know how many days you have to work, when that period starts and what you are entitled to be paid out.
This is to ensure that you receive the most benefit from the protection provided by the BCEA. The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances. All Rights Reserved. Password Passwords are Case Sensitive. Forgot your password? Free, unlimited access to more than half a million articles one-article limit removed from the diverse perspectives of 5, leading law, accountancy and advisory firms.
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Learn More Accept. South Africa. Employment and HR. Routledge Modise. To print this article, all you need is to be registered or login on Mondaq. This right, unlike in the case of an employer which must, in terms of the Labour Relations Act LRA , always be able to demonstrate that there is a fair reason for it to terminate the employment relationship and that it has followed a fair procedure to do so is subject only to the condition, that the employer should work out the required notice period.
However, there are many circumstances in which an employee does not wish, or even refuses to do so. What rights, if any, does an employer have in this case? The only limit to an employee resigning is that, ordinarily, the notice period must be worked out. The notice period can be determined either from the contract of employment entered into between the parties or if the contract is silent, the Basic Conditions of Employment Act BCEA.
The contact can be more favourable, but can never allow for a lesser period of notice than that provided for by the BCEA, which requires a minimum notice period of one week's notice for the first six months of employment, two weeks notice for between 6 and 12 months employment and four weeks one month notice after a full year of employment. Interestingly, the BEA also requires that although these amounts can be increased, the employee can never be required to give more notice than that required of the employer.
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