How to quit your job professionally: A country-by-country guide

Resigning from your job is a major career decision that should be approached with care and professionalism. Whether you’re moving on to a new opportunity or taking a break, how you manage your resignation can have lasting implications for your professional relationships and future job prospects. Understanding the specific legal requirements and customary practices in your country is essential to ensuring a smooth and respectful transition.

In this guide, we’ll walk you through the key steps for resigning in Germany, France, Switzerland, England, and Austria. Each section will cover the notice period you must observe, whether a written resignation is required, and any additional considerations that can help you leave on the best possible terms.

By following these guidelines, you can ensure that you comply with local labor laws, maintain positive relationships with your current employer, and set the stage for success in your future endeavors.

Ensuring compliance with local labor laws

Overview

Country	Notice Period	Written Resignation	Additional Notes
Germany	Standard notice period is 4 weeks to the 15th or end of a calendar month, as per § 622 BGB. This applies unless otherwise specified in the employment contract or CBA.	Must be submitted in writing and signed. Email or verbal resignations are not legally binding.	Request an Arbeitszeugnis (employment reference) when resigning, as it is crucial for future job applications.
France	Notice period is typically determined by the employment contract or CBA. Common practices: 1 month for non-executive roles, 2-3 months for managerial roles.	Recommended to send via registered mail with acknowledgment (lettre recommandée avec accusé de réception) for legal proof.	A rupture conventionnelle (mutual agreement) can be negotiated for permanent contracts to end the contract mutually.
Switzerland	Notice period varies based on service length: 7 days during probation, 1 month in the first year, 2 months from the 2nd to 9th year, and 3 months from the 10th year.	While not always mandatory, it is recommended to submit a written resignation to avoid misunderstandings regarding the last working day.	Ensure final payments, including salary for the notice period and any unused vacation days, are settled before leaving.
England	Statutory minimum notice period is 1 week, but the employment contract may specify a longer period, especially for senior positions.	Best practice is to submit a written resignation to create a formal record of the decision.	Exit interviews, while not legally required, are commonly conducted to gather feedback and should be approached professionally.
Austria	Standard notice period is 4 weeks unless specified otherwise in the contract or CBA. Resignation typically takes effect at the end of a month.	No mandatory form, but a written resignation is highly recommended for evidence purposes.	When resigning by mail, the resi

1. Germany:

In Germany, the resignation process is formalized and must be handled with care to avoid any legal pitfalls. The legal framework governing resignations is primarily found in the German Civil Code (Bürgerliches Gesetzbuch, BGB), specifically under § 622 and § 623.

• Notice Period: The standard notice period for employees who have completed their probationary period is four weeks to the 15th or the end of a calendar month. This notice period applies unless the employment contract (Arbeitsvertrag) or a collective bargaining agreement (Tarifvertrag) contains other provisions.
• Written Resignation: A resignation in Germany must be submitted in writing and signed. Email or verbal resignations are not legally binding​.
• Arbeitszeugnis (Employment Reference): It’s standard to request an employment reference when you resign, as this document is crucial for future job applications​.

2. France:

Before taking any steps, it’s essential to thoroughly review your employment contract. Understanding whether you hold a permanent contract (Contrat à Durée Indéterminée, CDI) or a fixed-term contract (Contrat à Durée Déterminée, CDD) is crucial (see service-public.fr)

• Notice Period: The French Labor Code does not prescribe a universal notice period for resignations. Instead, the notice period is typically determined by the terms outlined in the employee’s employment contract or by the applicable collective bargaining agreements (CBAs) for the specific sector or company.
  • Common Practices
    • One Month: This notice period is frequently observed for non-executive employees, especially in roles where specific CBA guidelines are not provided.
    • Two to Three Months: This duration is common for managerial or executive positions. The extended notice period is often specified either in the employment contract or the CBA applicable to the employee’s role.
• Written Resignation: Resignations should be sent via registered mail with acknowledgment (lettre recommandée avec accusé de réception) to ensure you have legal proof of your resignation​.
• Mutual Agreement (Rupture Conventionnelle): For permanent contracts, you can negotiate a mutual agreement with your employer to end the contract under mutually agreed terms​.

3. Switzerland:

Switzerland values a structured and respectful approach to resignation. (see ch.ch)

• Notice Period: In Switzerland, the notice period you must adhere to when resigning is generally outlined in your employment contract or any applicable collective agreements. If the contract or collective agreement does not specify a notice period, the Swiss Code of Obligations provides default notice periods based on the length of service:
  • During the Probationary Period: The notice period is 7 days.
  • First Year of Service: The notice period is 1 month, ending at the end of the following month. For example, if you give notice on June 13th with a 1-month notice period, your employment would end on July 31st.
  • Second to Ninth Year of Service: The notice period extends to 2 months, also ending at the end of a month.
  • From the Tenth Year of Service: The notice period is 3 months, again ending at the end of a month.
• Written Resignation: While not always mandatory, submitting a written resignation is recommended to avoid misunderstandings regarding your last working day.
• Final Settlement: Ensure you receive all due payments, including salary for the notice period and any unused vacation days before you leave.

4. England:

England offers a more flexible approach but still requires adherence to certain formalities.

• Notice Period: The statutory minimum notice period in the UK is one week. However, your employment contract may stipulate a longer notice period, which you must follow if it’s stated in the contract. Employers and employees often agree on longer notice periods, especially for more senior positions
• Written Resignation: While not legally required, it’s best practice to submit a written resignation to provide a formal record of your departure. Providing a written resignation helps to create a formal record of your decision and can protect both parties in case of any future disputes.
• Exit Interview: While not a legal requirement, many employers in the UK conduct exit interviews. This is a common practice used to gather feedback from departing employees. It’s a good opportunity to leave on positive terms, and it’s advisable to approach it with professionalism​

5. Austria:

In Austria, when you decide to resign from your job, it’s essential to follow the correct procedures, particularly concerning the notice period (see arbeiterkammer.at).

• Notice Period: For employees, the standard notice period is 4 weeks unless otherwise specified in your contract or collective agreement. Resignation is typically effective at the end of a month.
• Written Resignation: Austrian law does not specify a mandatory form for resignations, which means you can resign either verbally or in writing. However, it is highly recommended to submit your resignation in writing for evidence purposes.

2. Communicate professionally with your employer

Once you’ve reviewed your contract and understood the legal requirements, the next step is to communicate your decision to your employer. Schedule a private meeting with your manager or HR representative to deliver your resignation in person. This conversation should be handled with professionalism and tact.

• Be Clear and Concise: State your intention to resign clearly and provide the necessary notice period. You don’t need to go into detail about your reasons unless you feel it’s appropriate.
• Express Gratitude: Thank your employer for the opportunities and experiences you’ve gained during your tenure. This leaves a positive final impression and helps maintain a good relationship.
• Prepare for Questions: Be ready to discuss the handover process, your remaining projects, and any transition support you can offer.

3. Plan a smooth transition

Your resignation will impact your team and the company, so it’s important to help ensure a smooth transition. Work with your manager to outline a handover plan that includes:

• Documentation: Document your current projects, key contacts, and ongoing tasks. This will help your successor pick up where you left off without any major disruptions.
• Training: If possible, offer to train your replacement or assist in finding someone to take over your responsibilities. This shows your commitment to the company’s success, even as you prepare to leave.
• Final Tasks: Make sure to complete any outstanding work and tie up loose ends before your last day.

4. Maintain professional relationships

Leaving a job doesn’t mean severing ties with your former colleagues and supervisors. On the contrary, maintaining these relationships can benefit your career in the long term.

• Farewell Email: On your last day, send a professional farewell email to your colleagues. Express your appreciation for their support and provide your contact details to stay in touch.
• Networking: Connect with your colleagues on LinkedIn or other professional networks. You never know when these connections might lead to future opportunities.

5. Exit interview: A chance for constructive feedback

If your employer offers an exit interview, take it as an opportunity to provide constructive feedback. Be honest but diplomatic, focusing on areas where the company can improve while acknowledging the positive aspects of your experience.

6. Handle the final steps carefully

Finally, ensure all administrative details are handled properly before you leave. This includes collecting your final paycheck, returning any company property, and securing your employment reference.

• Employment Reference: In both France and Switzerland, it is standard practice to request an employment reference (or “work certificate” in Switzerland) from your employer. This document is critical for future job applications, and by law, your employer is obliged to provide it.
• Final Pay and Benefits: Confirm that your final paycheck includes any unused vacation days and other entitlements.

Leaving on a positive note

Quitting your job is a significant career move that should be approached with care and professionalism. By following these guidelines, you can ensure that you leave on good terms, preserving your reputation and setting yourself up for success in your next endeavor. Remember, how you leave a job can have a lasting impact on your career, so take the time to do it right.