A Great Goodbye – How to Pull Off a Professional Resignation

Why Leaving Well Matters, Resigning from your job can be one of life’s big turning points. Whether you’re chasing a new challenge, moving cities, or simply need a fresh start, the way you say goodbye can shape your reputation and future references. In employment law, how you resign can be just as important as why you resign.

1. Make It Clear – Don’t Leave Room for Doubt

A resignation must be clear and unequivocal. If you tell your employer you’re “thinking about leaving” or “might look elsewhere,” that doesn’t amount to a resignation. It’s simply an expression of intention.

In Nelson v Air New Zealand International Ltd (ERA AA81/06), the Employment Relations Authority found that vague or emotional statements were not valid notice of resignation. The law requires clarity. Employers should not jump to conclusions, and employees should not assume their meaning is obvious.

2. Put It in Writing – Because the Law Says So

Most employment agreements in New Zealand require resignation in writing. That’s not just paperwork — it’s a legal safeguard. If the agreement says notice must be given “in writing,” a verbal statement, text message, or casual remark doesn’t count.

The Authority in Nelson v Air New Zealand confirmed that resignation must comply with the contract’s requirements. And Employment NZ guidance echoes this: written notice is best practice because it protects both sides from misunderstanding.

Example from a Recent Case:

In one recent case handled by Resolve Legal Employment Law, an employee was having a heated argument with his partner at home when a workmate phoned. He spoke briefly to the colleague, but forgot to hang up. The colleague overheard him say to his partner that he was “resigning immediately and heading back home.” The employer treated that overheard remark as a resignation and terminated his employment.

That decision was flawed. The employee had not provided written notice as required by his agreement, and the overheard comment was made in a private, emotional context — not an intentional resignation communicated to the employer. Employers who rely on informal or second-hand statements risk breaching the duty of good faith and the procedural fairness standards in section 103A of the Employment Relations Act 2000.

3. Take a Breath Before You Quit

Resignation decisions made in the heat of the moment can backfire. If you resign during a disagreement, or say something impulsive like “I’m done!” — the law often gives you a “cooling-off” period to confirm your intention. A fair employer will check whether you truly meant to resign once things have calmed down.

4. Leave on a High Note

Once you’ve given written notice, keep your professionalism intact. Work through your notice period, hand over your tasks properly, and thank your team. How you leave can influence future job opportunities and references far more than how you arrived.

5. Get Expert Advice

If you’re unsure how to word your resignation — or if your employer has accepted a “resignation” you never meant to give — get advice early. The cost of misunderstanding can be high, and once a resignation is accepted, it can be hard to unwind.

At Resolve Legal Employment Law we help employees and employers navigate resignations and terminations the right way — lawfully, clearly, and with dignity.