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A Resignation Letter is your formal written notice to your employer that you plan to end your employment contract. Under Dutch labor law, you'll need to state your intention to leave clearly and provide the notice period specified in your contract - typically one month for most roles.

The letter creates a paper trail of your decision, protecting both you and your employer legally. While Dutch law doesn't require it to be written, having a formal letter helps document your last working day, ensures a smooth handover process, and maintains professional relationships. It's also useful for your personnel file and any future reference checks.

Submit a Resignation Letter when you've made the firm decision to leave your job in the Netherlands. The ideal time is right after accepting a new position elsewhere, allowing you to give proper notice while your plans are still confidential. Most Dutch employment contracts require one month's notice, though senior roles may need longer.

Use this letter when changing careers, relocating, retiring, or pursuing other opportunities. Send it before announcing your departure to colleagues - this gives your manager time to plan the transition and helps maintain professional relationships. It's especially important when your role involves sensitive information or client relationships that need careful handover.

• 2 Week Notice Letter: For roles with shorter notice periods, commonly used in temporary or trial period positions
• 1 Month Notice Letter: Standard format for most Dutch employment contracts, meeting the typical statutory notice requirement
• Retirement Letter To Employer: Specialized version focusing on pension arrangements and transition planning for retirement
• Email For Leaving Job: Less formal digital alternative, suitable for modern workplaces or following up on verbal discussions
• Company Relieving Letter: Formal acknowledgment from employer confirming employment end date and duties completion

• Employees: Draft and submit the Resignation Letter to formally notify their departure, ensuring they meet contractual notice periods under Dutch labor law
• Direct Managers: Receive and acknowledge the letter, initiate handover planning, and coordinate with HR on transition arrangements
• HR Departments: Process the resignation, update personnel records, manage exit procedures, and ensure compliance with Dutch employment regulations
• Legal Teams: Review complex resignations, especially for senior roles or when involving non-compete clauses
• Administrative Staff: Handle document filing, update company records, and process final payroll arrangements

• Contract Review: Check your employment agreement for the required notice period and any special termination clauses
• Basic Details: Gather your employee ID, department name, direct supervisor's name, and intended last working day
• Handover Planning: List key projects, responsibilities, and deadlines that need transition arrangements
• Company Format: Review your organization's preferred resignation format or use our platform's legally-verified Dutch templates
• Timing: Calculate your notice period correctly to ensure compliance with Dutch labor law requirements
• Documentation: Prepare copies of relevant agreements and keep proof of delivery for your records

• Personal Information: Full name, employee ID, current position, and department as registered with the company
• Clear Intent: Direct statement of resignation that leaves no room for misinterpretation
• Notice Period: Explicit mention of your last working day, aligned with Dutch statutory or contractual notice requirements
• Handover Statement: Commitment to complete ongoing projects and assist with knowledge transfer
• Date and Signature: Current date and your handwritten signature for legal validity
• Recipient Details: Direct supervisor's name and title, plus HR department if required by company policy
• Professional Tone: Maintain positive, courteous language as per Dutch business etiquette

A Resignation Letter differs significantly from an Employment Reference Letter in both timing and purpose, though both relate to employment transitions in the Netherlands. Let's explore the key differences:

• Timing of Creation: A Resignation Letter initiates the employment end process, while a Reference Letter comes after employment has ended or during the notice period
• Primary Author: Employees write Resignation Letters, whereas employers create Reference Letters to document performance
• Legal Requirements: Resignation Letters must comply with Dutch notice period regulations and contract terms; Reference Letters are voluntary unless specified in collective agreements
• Content Focus: Resignation Letters state intent to leave and transition plans; Reference Letters detail work history and achievements
• Future Use: Resignation Letters serve immediate administrative purposes, while Reference Letters support future job applications