You've signed a new offer, and your current manager has no idea. What you do over the next two to four weeks will decide whether that manager gives you a warm reference in three years or tells people you left badly. Resigning well is mostly sequence: what you check first, who hears first, what goes in writing, and how you hand over.
Before you say anything: check these four things
Don't walk into your manager's office until you've done this homework. It takes an hour and prevents most resignation disputes.
- The new offer is final. You should hold a signed letter, and any conditions (medical, references, background check) should be cleared or clearly low-risk. Resigning on a verbal "we'll send the letter next week" is a gamble. If you're unsure what to confirm, see questions to ask before accepting a job offer in Nigeria.
- Your contract's notice clause. Find the section on termination or resignation. Note the notice length, whether it must be written, and whether the employer can pay you instead of making you work it.
- Your start date at the new job. Work backwards from it. If the new employer wants you in 2 weeks and your contract says 1 month, you need a conversation, not a surprise.
- What you're owed. Accrued leave, unpaid allowances, outstanding claims, loans or salary advances, and any bond or training-cost agreement you signed.
How much notice the law requires
Section 11 of the Labour Act sets minimum notice that applies to both employer and employee. It scales with how long you've worked there continuously:
| Length of service | Minimum notice |
|---|---|
| 3 months or less | 1 day |
| More than 3 months, under 2 years | 1 week |
| 2 years, under 5 years | 2 weeks |
| 5 years or more | 1 month |
Notice of a week or more must be in writing, and the day you give notice isn't counted. The Act also allows either side to waive notice or accept payment in lieu of it. You can read the text on Jurist's copy of Section 11.
Two points people miss. First, a contract can set a longer notice period, but not a shorter one than the law. Professional and management contracts often say one to three months, and the longer period is the one that binds you. Second, the Act formally covers "workers", and in practice employers commonly use its bands as a benchmark for office and professional staff too. Your contract is your main document either way.
Civil servants and staff of government agencies often have separate rules (public service rules, scheme of service, or a circular). Ask your HR unit or check your appointment letter. If you work in Ghana, Kenya or South Africa, notice rules are set by your country's own labour law and your contract, so check those rather than the Nigerian bands above.
Why "I resigned effective today" can cost you
The National Industrial Court has dealt with a case where a staff member's resignation letter took effect on the same day it was dated, and the court held that this did not amount to the one month's notice required. The principle it applied is simple: resignation means giving the required notice or paying in lieu of it. If you simply stop coming to work, expect your employer to claim salary in lieu, withhold final pay, or both. It also damages the reference you'll need.
The order in which people should hear it
- Your direct manager, in person or on a call. They should not learn it from a letter on HR's desk or from a colleague.
- Then the written letter, handed over or emailed the same day, copying HR if that's your company's process.
- Then your team. Wait until your manager says it's fine to announce. Let them control the timing.
- Clients and external contacts last, and only with agreement on what you'll say.
Pick a moment when your manager can talk, not five minutes before a big meeting or on a payday rush. Keep the message short and don't make it a debate about the company.
What to say in the conversation
Lead with the decision, then thanks, then logistics. A plain version:
"I wanted you to hear this from me first. I've accepted another role and I'll be resigning. I'm grateful for what I've learned here. I'll give the full notice in my contract and I'd like to work with you on a handover plan."
Expect questions: where are you going, how much are they paying, what would make you stay? You don't have to share the employer's name or your new salary. "I'd rather not go into the details" is a complete answer.
If your manager makes a counter-offer
Decide your answer before the meeting. Counter-offers feel flattering, but the reasons you looked elsewhere (growth, pay history, management, commute, power and data costs for working from home) usually haven't changed. If you'd genuinely stay for the right terms, ask for the offer in writing and take a day. If not, say a polite no and move on. Having accepted another offer and then reneging on it harms you with that employer; our guide on declining a job offer politely covers how to do that if you change your mind.
Write a resignation letter that does its job
The letter is a record, not a speech. Keep it to five or six lines and keep the tone neutral even if you're leaving angry. Include:
- Date of the letter and your name, job title and staff ID if you have one.
- A clear statement that you are resigning from your position.
- Your last working day, calculated from the notice period (for example, "my last day will be Friday, 5 December 2026").
- A one-line thank-you.
- An offer to help with handover.
Leave out reasons for leaving, complaints, and comments about colleagues. Letters get forwarded, filed and quoted. Keep a copy, and ask for an acknowledgement (a signed copy or a reply email). That protects you if anyone later disputes when notice began.
Worked example: a hypothetical notice calculation
Say Ada has worked at a logistics company in Lagos for three years. Her contract says one month's notice, and her gross pay is ₦400,000 a month. These numbers are made up for illustration.
- The Labour Act minimum for 3 years' service is 2 weeks, but her contract says one month, so one month applies.
- She gives written notice on Monday 3 November. The day of notice isn't counted, so her notice runs through early December.
- Her new employer wants her to start on 24 November. That's about 10 days short.
Ada has three sensible options. She can ask her new employer to move the start date to the first week of December, which many employers accept if you ask early. She can ask her current manager whether the company will agree to a shorter notice period in writing, perhaps in exchange for a strong handover. Or she can offer to pay for the days she won't work. Salary in lieu is recognised by the Act, but she should get the figure and the agreement in writing and ask HR how it's calculated. Employers sometimes count only part of pay (for example, basic salary without allowances), so don't assume ₦400,000 is the number. She should not simply stop showing up and hope.
Handover, final pay and the exit checklist
Your last two weeks are what people remember. Do these in order:
- Write a handover document. List ongoing tasks, deadlines, contacts, file locations and passwords that the company needs (shared, not personal ones). Update it daily.
- Finish what you can, and flag what you can't. A clear "not done, here's the status" is better than a surprise.
- Offer to train your replacement or brief the person covering your tasks.
- Clear your own affairs. Return laptop, ID card, keys, and any company SIM or modem. Get clearance forms signed.
- Confirm final pay in writing. Ask HR what will be paid (salary to date, accrued leave, any other entitlement in your contract) and on what date. Section 11 expects wages to be paid by the end of the notice period, so don't accept vague answers.
- Request an exit letter or employment confirmation letter, and ask your manager if they'd be a reference. Our guide on preparing referees before an offer shows how to brief them.
- Move your own data. Save your own contacts, certificates and personal files. Don't copy client lists, confidential documents or anything covered by a confidentiality or non-compete clause in your contract.
Pension is separate. Your pension account (RSA, in Nigeria) follows you, so give the new employer your RSA details rather than opening a second account. Ask your pension fund administrator if you're unsure.
Common mistakes to avoid
- Venting in the exit interview or on a group chat. Be honest but measured. Stick to specific, usable feedback.
- Telling colleagues before your manager. News travels in a day.
- Leaving without clearance. Unreturned equipment or unsigned clearance can delay your final pay.
- Posting the new job on LinkedIn too early. Update it after your last day or after your manager has announced it.
- Ignoring a bond. If you signed a training bond or study-leave agreement, read the repayment terms before you resign, and take advice from a lawyer if the amount is large.
- Slacking in the notice period. People remember the last month more than the first year.
When the situation isn't ordinary
Toxic manager or unpaid salary. Still give written notice, keep emails and payslips, and keep your tone factual. If salary is owed, ask for a written payment date. Unresolved wage disputes can be taken to the National Industrial Court, ideally after speaking to a lawyer or a legal aid body.
Still on probation. Your contract may state a shorter notice period during probation. Check the exact wording and give written notice anyway.
Leaving for a job abroad. The same notice rules apply. Don't resign until your visa is issued and you have a firm travel date, because visa timelines slip.
Frequently asked questions
Can I resign by email?
Usually yes, provided your contract doesn't require a hard copy. Email, then follow up with a printed signed copy if HR expects one. Ask for a reply confirming receipt.
Can my employer refuse my resignation?
Generally, an employer can't force you to stay in a job. They can insist on proper notice or payment in lieu under your contract and the Labour Act, and they can enforce any valid terms about repayment. Public sector rules can differ, so check yours.
Do I have to work my whole notice period?
Not if both sides agree otherwise. The Act allows notice to be waived or paid in lieu, but get that agreement in writing before you leave early.
Should I tell my new employer about my notice period?
Yes, ideally before you sign. Most employers expect it and will wait for a fair handover.
Should I name my manager as a reference?
If the relationship is decent, yes. A well-run exit is what makes that possible.
Your next step
Open your contract tonight, find the notice clause, and write down your exact last working day if you gave notice on Monday. That date tells you whether your new start date works, or whether you need to ask for a few extra days before you say a word to anyone.
Sources
- Section 11 of the Labour Act - Termination of contracts by notice
- National Industrial Court of Nigeria judgment on resignation notice
Details checked against the official sources above on 7 November 2026. Things change, so confirm on the official site before you act.
Always apply through the employer's official website or verified channels. Genuine employers never ask applicants to pay for a job, training, or an interview.