Resignation acceptance with garden leave letter
Our Resignation Acceptance with Garden Leave Letter template confirms an employee's resignation while outlining the garden leave terms, ensuring a clear understanding.
10 mins
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What is a Resignation acceptance with garden leave letter?
A resignation acceptance letter with garden leave is a formal written communication from an employer to an employee, accepting their resignation and informing them that they will be placed on garden leave for a specified period of time.
The resignation acceptance letter with garden leave typically confirms the effective date of the employee's resignation, outlines the terms and conditions of their garden leave, and provides details about their final pay, any outstanding benefits, and other relevant information.
The letter may also include information about the employee's obligations during garden leave, such as their duty to maintain confidentiality and to comply with any non-compete or non-solicitation agreements.
Overall, a resignation acceptance letter with garden leave is an important document that formalises the terms of an employee's departure and helps to protect the employer's interests during the transition period.
As soon as reasonably possible after the employee has formally submitted their resignation
The Employer (you) to the Employee
Great Britain & NI (United Kingdom), Worldwide
What legislation and best practice guidelines have been taken into account in the development of this template?
Garden leave is a period of time where an employee is asked to stay away from work, while still remaining an employee and receiving their salary and benefits. During this time, the employee may be required to comply with certain restrictions, such as not working for a competitor, contacting clients or suppliers, or sharing confidential information.
Generally, an employee has the right to resign from their job at any time and for any reason, and an employer cannot legally refuse their resignation.
However, there may be some circumstances where an employer may want to ask the employee to reconsider their resignation. For example, if the employee has unique skills or knowledge that are critical to the organisation and difficult to replace, the employer may try to negotiate with the employee to stay on for a longer period of time, or offer alternative incentives such as a promotion, increased pay, or better working conditions.
Generally an employee will have a statutory obligation to provide a notice period before resigning, and if the employee fails to provide this notice, the employer may be able to take legal action to recover damages caused by the employee's abrupt departure.
Overall, while an employer cannot legally refuse an employee's resignation, they can try to negotiate with the employee or take other actions to minimize the impact of the employee's departure on the organisation.
Unfair dismissal claims can arise from verbal resignation and, as such, you should always request written resignations.
Other territories
Consult your jurisdiction's employment legislation or labor laws to ensure compliance with the template. Review the language for local precision.
In which communication or process sequence does this template belong?
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