Resignation Letter: Complete Guide for Employee-Initiated Termination (Templates & Notice Periods 2026)

Deciding to leave a company is often more difficult than accepting a new job. Whether because you have found a better challenge or simply need to change direction, termination of the employment contract at the employee’s initiative is subject to precise rules that cannot be ignored.

As recruitment consultants, we frequently see candidates lose hundreds of euros or leave in unnecessary conflict due to a lack of knowledge of the Labour Code. In Portugal, resigning requires planning and formal procedure. It is not enough to send an email saying “I’m leaving”.

This guide was designed to protect you. We will clarify the notice periods updated for 2026, provide legally compliant templates, and explain how to leave through the “front door”.

Legal Obligations: Notice Periods

The first question you should ask before drafting your letter is not “what should I write?” but rather “when can I leave?”. The law protects both parties: the employee is free to resign, but the company needs time to reorganise.

The notice period depends exclusively on the type of contract and your length of service at the time the letter is sent (Article 400 of the Labour Code).

1. Open-Ended Contract (Permanent)

This is the most common scenario. The law establishes two seniority thresholds:

• Less than 2 years of service: 30 days’ notice

• More than 2 years of service: 60 days’ notice

⚠️ Attention for senior positions: If you hold a management, executive, or highly technical role, your contract may stipulate an extended notice period of up to 6 months. Always check your individual contract.

2. Fixed-Term Contract (CDD)

For contracts with a predefined end date, notice periods are shorter, as the employment relationship is already time-limited:

• Contract under 6 months: 15 days’ notice

• Contract of 6 months or more: 30 days’ notice

3. Open-Term Contract (Termo Incerto)

Common in temporary replacements or specific projects. The calculation is based on the duration already completed:

• Less than 6 months: 15 days

• Between 6 months and 2 years: 30 days

• More than 2 years: 60 days

💡 Fed Expert Note: Notice periods are counted as calendar days, not working days. The count starts on the day following receipt of the letter by the employer. If sent by post, always factor in CTT delivery time.

Financial Risks: What Happens If You Do Not Respect the Notice Period?

Leaving early without agreement is a costly mistake. If you abandon your position or shorten the legal notice period without employer consent, Article 401 of the Labour Code applies.

The law requires you to compensate the employer an amount equal to the base salary and seniority allowances corresponding to the missing notice period.

Practical example:
If you earn €1,500 gross and are required to give 60 days’ notice, but leave after 30 days, you will owe €1,500 to the company. In practice, this amount will be deducted from your final settlement (unused holidays or bonuses).

Is there an exception?
Yes. If resignation is due to Just Cause (e.g. unpaid wages), no notice is required. However, just cause demands a specific legal process and solid evidence.

Resignation Letter Templates (Ready to Copy)

To make things easier, we have prepared legally validated templates. You may copy, adapt your details, and print them.

💡 Fed Tip: Never mention “personal reasons” or details about your new job unless you want to. The law does not require justification (except in cases of Just Cause). Keep the letter short, formal, and courteous.

📄 Template 1: With Notice Period (Standard)

Use this template if you are complying with the legal 30 or 60 days’ notice.

Sender:
[Your Full Name]
[Your Address]
[Your Tax Number]

Recipient:
[Company Name]
Attn: Human Resources / Management
[Company Address]

Place and Date:
[City], [Day] [Month] [Year]

Subject: Termination of employment contract

Dear Sirs,

I hereby inform you of my intention to terminate the employment contract binding me to your company, in compliance with the statutory notice period of [30 or 60] days provided for in the Labour Code.

Accordingly, my contract will terminate on [insert last working day].

I kindly request that, upon termination, the Employment Certificate be provided to me, as well as the calculation and payment of all legally due amounts (salary, unused holidays, and proportional bonuses).

I appreciate the professional opportunity granted during the period in which I worked with you and wish the company continued success.

Yours sincerely,

[Signature]
[Your Name]

📄 Template 2: Request for Waiver of Notice Period (Negotiation)

Use this template if you wish to leave earlier (e.g. new job starting immediately). The employer must accept this in writing. Otherwise, compensation may be required.

Subject: Termination of employment contract with request for waiver of notice period

Dear Sirs,

I hereby inform you of my decision to terminate the employment contract I maintain with your company.

Due to unavoidable professional reasons, I kindly request your consideration for a full [or partial] waiver of the notice period. If accepted, my last working day would be [insert date].

I remain fully available to ensure an organised and efficient handover in order to minimise any impact on the team.

I await your written confirmation regarding this request.

Yours sincerely,

[Signature]
[Your Name]

How to Send the Letter: The Golden Rule (Important!)

Many professionals make the mistake of handing in the letter without requesting signed proof, or sending it only by email. Proof of receipt is essential for legal purposes.

You have two safe options:

1. Registered Letter with Acknowledgement of Receipt (Recommended)
   The notice period starts the day after the employer signs the receipt. Keep the CTT slip as proof.

2. Hand Delivery (With Protocol)
   Print two copies. Deliver one and request that your copy be stamped, signed, and dated (“Received on: Date/Time”).

Final Settlement: What Will You Receive?

Resigning does not mean leaving empty-handed. Even when the initiative is yours, the Labour Code (Articles 237 to 245) guarantees non-waivable financial rights.

Your final payslip must include:

• Salary for the month: days worked in the month of departure

• Unused holidays: payment of holidays accrued on 1 January and not taken

• Proportional Christmas bonus: corresponding to months worked in the year of departure

• Proportional holiday bonus: corresponding to service time in the current year

💰 Hidden Bonus: Training Hours
Did you know the Labour Code requires 40 hours of training per year?
If, in the last 2 years, the company did not provide certified training, you are entitled to receive those hours paid as overtime upon termination (Article 134). Always check this.

Frequently Asked Questions (FAQ)

1. Am I entitled to unemployment benefits if I resign?

No. As a general rule, voluntary resignation is considered voluntary unemployment, which excludes entitlement.

Exception: Only if you resign for Just Cause attributable to the employer (e.g. unpaid wages, harassment, lack of safety), and you can prove it legally or before ACT.

2. Can I change my mind after sending the letter?

Yes. Article 402 of the Labour Code allows revocation of resignation within 7 days after the letter reaches the employer.

Note: The employer cannot object unless they have already hired a replacement or suffered irreversible damage (rare cases).

3. Can I resign while on sick leave?

Yes. Sick leave does not prevent resignation. The sick leave period counts toward the notice period.
If you must give 60 days and are on sick leave during that time, the notice runs normally and the contract ends as scheduled.

The “Fed Group” Advice: How to Leave Without Burning Bridges

In recruitment, one truth is absolute: the market is small. Today’s manager may be tomorrow’s business partner or client.

Leaving on bad terms is a career mistake. Here is how to manage your exit with emotional intelligence:

• Speak before you write: Ask for a short meeting and resign in person first. The letter is a legal formality, not a surprise.

• Maintain performance until the last day: Do not disengage during notice. Reputation is built on entry—but sealed on exit.

• Prepare a handover file: Leave written instructions, contacts, and pending tasks organised. This signals elite professionalism.

Useful Resources & Official Links

To ensure full compliance with Portuguese law (2025/2026), consult official sources:

• ACT Simulator (Authority for Working Conditions): Calculate your labour credits

• Social Security Direct: Check your contribution record

• Official Gazette – Labour Code: Full legal text (Law no. 7/2009 and updates)