As an employee, you have the right to terminate your employment by giving notice at any time without having to state any reason. For the notice to be valid and for you to know exactly when your employment will end, a few basic rules must be followed, especially regarding written form and method of delivery.
You do not need to state a reason.
Unlike an employer, who may terminate a contract only for reasons specified by law, an employee may give notice of termination for any reason or without stating a reason at all. It is sufficient that you clearly and intelligibly express your intention to end the employment relationship in the notice: the law requires nothing more. You therefore do not need to explain why you are leaving or justify it with new employment, personal reasons or dissatisfaction, all this may remain outside the document.
The notice of termination must be in writing.
An oral or merely verbal notice of termination is invalid: the law requires written form. The document should include identification of both parties, a clear statement of termination, the date of drafting and your signature. Avoid phrasing such as "I am considering leaving" or "I would like to terminate if possible" - it must be an unequivocal statement, not a consideration or an offer for further negotiation.
The document need not be lengthy, accuracy matters more than length. A short, clearly worded notice is legally just as valid as a more extensive one, provided it contains all necessary particulars.
How to serve a notice of termination so that it is undisputed
As the notice period now runs from the day of delivery of the notice, the method of delivery plays a much greater role than before. The most reliable options are:
- In person - hand the notice of termination in person to your supervisor or the HR department and have the date of receipt confirmed by signature on a copy or a delivery note.
- Data box - if the employer uses it, delivery is clearly and automatically time-stamped.
- Recommended by post with proof of delivery - if personal delivery cannot be arranged, a registered letter provides a clear and verifiable date of delivery.
Conversely, it is advisable to avoid sending a plain email without confirmation, an SMS, or a message via a chat application. Should the employer dispute receipt, these methods make it difficult to prove when (or even if) delivery occurred, and since the termination date of the employment contract now depends directly on this date, such uncertainty will cost both parties more.
When an employer complicates service of notice
In practice, it sometimes happens that a supervisor or the HR department delays personally accepting a notice of termination, or otherwise resists its delivery. Even in such situations, it makes sense to have the delivery well documented, invite a witness to be present for the personal handover, or simply opt for registered post or an electronic mailbox, where the date of delivery does not depend on how quickly or willingly the other party physically accepts the document.
What to check before sending
- Keep your own copy with the confirmed date of receipt, or retain the postal submission slip and delivery confirmation.
- Check that the date in the document is correct and matches reality.
- Expect that the new notice period rule (running from delivery) may bring the end of the employment relationship earlier than you might anticipate based on older information.
- If your employment contract contains special provisions (such as confidentiality clauses), verify them separately, this article does not cover them in detail.
What follows after submitting a notice of termination
Once the notice of termination is delivered, the notice period begins regardless of whether the employer signs or otherwise confirms it, only the delivery itself matters. During the notice period you continue to work under existing conditions unless agreed otherwise, and at the end standard handover of responsibilities and documents such as the employment certificate are settled.
It pays to agree on practical matters right at the start of the notice period that would otherwise be dealt with at the last minute, such as taking any remaining holiday, scheduling the handover of work tools or defining the scope of training for the successor. The sooner these are clear to both parties, the fewer outstanding tasks will remain on the final day of employment.
Related articles: how notice periods are calculated from 2025, What must not be missing from a notice of termination a termination notice versus mutual termination agreement.