NOTICE OF RESIGNATION
Drawn up in [Place of drawing up] on [Date of the notice].
1. RECIPIENT AND SUBMITTER
1.1 Recipient: [Name of the employer], registry code [Registry code of the employer] (the Employer)
1.2 Submitter: [Name of the employee], personal identification code [Personal identification code of the employee] (the Employee)
2. EMPLOYMENT CONTRACT BEING CANCELLED
2.1 The Parties entered into an employment contract on [Date of the employment contract], on the basis of which [Name of the employee] works in the position of [Position].
3. NOTICE OF CANCELLATION
3.1 I hereby cancel the employment contract.
3.2 Type of cancellation: [Type of cancellation]. The cancellation is unconditional.
3.3 The Employee may cancel an employment contract entered into for an unspecified term in the ordinary manner at any time (Employment Contracts Act (TLS) § 85 (1)). The Employee may not cancel a fixed-term employment contract in the ordinary manner, except for an employment contract entered into for the period of replacement of an employee (TLS § 85 (2)).
4. REASONS
4.1 The Employer must always give reasons for a cancellation; the Employee must give reasons for an extraordinary cancellation. The reasons are given in a form reproducible in writing (TLS § 95 (2)).
4.2 Reason for the cancellation:
[Reasons for the cancellation]
5. ADVANCE NOTICE AND LAST WORKING DAY
5.1 The period of advance notice is [Period of advance notice (days)] days.
5.2 The Employee's last working day is [Last working day].
5.3 By law, the Employee gives at least 30 calendar days' advance notice of an ordinary cancellation (TLS § 98 (1)); the Employee is not required to give advance notice of an extraordinary cancellation if, taking into account all circumstances and the interests of both parties, the continuation of the contract cannot reasonably be expected (TLS § 98 (2)). The Employer gives at least 15, 30, 60 or 90 calendar days' advance notice of an extraordinary cancellation, depending on whether the employment relationship has lasted less than one year, one to five years, five to ten years, or ten or more years of employment (TLS § 97 (2)), unless otherwise provided by law (TLS § 97 (3)). During the probationary period, the period of advance notice is at least 15 calendar days (TLS § 96).
5.4 If the period of advance notice specified in clause 5.1 is shorter than that provided by law, the other Party is entitled to receive the average daily wage for each working day by which the notice was shorter (TLS § 100 (5)).
6. UNUSED HOLIDAY
6.1 It is requested that unused annual holiday be compensated in money together with the final settlement.
6.2 Upon the termination of the employment contract, the Employer is required to compensate the Employee in money for unused annual holiday that has not expired (TLS § 71).
7. FINAL SETTLEMENT AND RETURN OF PROPERTY
7.1 Upon the termination of the employment contract, all claims arising from the employment relationship become collectible (TLS § 84 (1)); it is requested that the final settlement be transferred no later than on the last day of the employment relationship.
7.2 No later than on the last working day, the Employee returns all property entrusted to the Employee by the Employer and hands over the Employee's work matters.
7.3 If the Employer cancels the employment contract due to redundancy, the Employer pays the Employee compensation in the amount of one month's average wages (TLS § 100 (1)); if the Employee cancels the employment contract extraordinarily due to a material breach of contract by the Employer, the Employer pays compensation in the amount of three months' average wages (TLS § 100 (4)).
8. WARNING
8.1 An employment contract may be cancelled in a form reproducible in writing; a notice of cancellation made in breach of the formal requirement or a conditional notice of cancellation is void (TLS § 95 (1)).
8.2 Cancellation of the employment contract by the Employer is permitted only on a basis provided by law and reasons must be given. A cancellation without a basis or without proper reasons may be contested before a labour dispute committee or in court; in order to establish the voidness of a cancellation, an application or action must be filed within 30 calendar days after receipt of the notice of cancellation (TLS § 105 (1)).
8.3 In the case of an extraordinary cancellation, the reason for the cancellation must be provable.
8.4 This notice reflects only the information provided by the submitter and does not replace legal advice.