How To Write A Two Weeks Notice Letter Template

A two-weeks notice is your opportunity to leave a job positively and professionally. Employees in California are not required by law to give any two weeks notice to their employer before they quit their job.

By Brad Nakase, Attorney

Email | Call (800) 484-4610

Get Smarter. Search FAQs.

Table of Contents

1. Are two weeks’ notices required by law in California?

2. Should I Give Notice Before Quitting My Job?

3. What are the benefits of giving a two weeks’ notice?

4. The Risks of Giving Two Weeks’ Notice

5. When to Quit Your Job Without 2 Weeks’ Notice

6. 2 Week Notice Template

Are two weeks’ notices required by law in California?

California is an at-will employment state. This means that in the absence of a specific employment contract or collective bargaining agreement stating otherwise, both the employer and the employee have the right to terminate the employment relationship at any time and for any reason, without the need to provide advance notice.

In at-will employment states like California, an employer can fire an employee without cause or notice, and likewise, an employee can resign without having to give a specific period of notice. While providing two weeks’ notice is a common professional courtesy to allow both parties to make necessary arrangements for the transition, it is not mandated by law.

However, it is important to note that even in at-will employment states, there are certain exceptions to the rule. For example, termination cannot be based on discriminatory reasons, such as race, gender, religion, disability, or age. Further, there may be exceptions due to contractual agreements or other local, state, or federal employment laws.

Should I Give Notice Before Quitting My Job?

While you may not be required to give two weeks’ notice when quitting your job, it is best to give notice where possible. Giving an employer two weeks’ notice will mean you leave on good terms and will receive positive recommendations. Quitting without notice may mean you leave on a sour note and leave supervisors and colleagues scrambling to pick up the slack. However, many companies require employees under contract to give 2 weeks’ notice letter at the very least to terminate their employment contract with the business. Our employment litigation attorney represented employers when employees did not give their 2 week notice letter when required by contract.

What are the benefits of giving a two weeks’ notice?

Providing a two weeks’ notice before leaving a job in California, or any other location, offers several benefits for both employees and employers. While it is not mandated by law in at-will employment states like California, it is considered a professional courtesy and can contribute positively to the employment relationship. The following are some benefits of giving a two weeks’ notice:

Professionalism: Giving two weeks’ notice demonstrates professionalism and respect for the employer and the company. It shows that you value the time and resources invested in you during your employment and want to leave on good terms.

Smooth Transition: The notice period allows the employer to find a replacement or make arrangements for the workload distribution, leading to a smoother transition. This can help minimize disruptions to ongoing projects and avoid overburdening other employees.

Positive References: Providing a notice period and leaving on good terms can lead to positive references from your employer in the future. Positive references can be valuable when applying for new jobs and can improve your chances of securing future employment.

Last Paycheck and Benefits: Some companies may require employees to complete their notice period to receive their final paycheck or to be eligible for certain benefits like accrued vacation pay or other separation benefits.

Networking Opportunities: Leaving on good terms and providing a two weeks’ notice can strengthen your professional network. Maintaining positive relationships with former employers and colleagues may lead to future opportunities or recommendations.

Ethical Considerations: In certain industries or professions, it may be considered unethical to leave a job abruptly without sufficient notice, especially if your departure would significantly impact critical operations.

Legal Protection: While two weeks’ notice is not a legal requirement, providing notice can help protect your legal rights. It may prevent your employer from claiming that you abandoned your job or breached an employment contract.
Personal Integrity: Offering a two weeks’ notice reflects your commitment to personal integrity and responsibility, which can positively influence your self-esteem and reputation in the long run.

The Risks of Giving Two Weeks’ Notice

Because California is an at-will employment state, some employers will terminate an employee before the end of the notice date. Even though this is an unfair practice, this is perfectly legal.

It is important to evaluate your role in the company and the disruption it would cause to resign with little or no notice. Also, consider your employer’s previous actions towards employees who have given notice. If your resignation will not affect the company’s operations, and your employer has a history of firing employees who give notice, then giving one week notice could be appropriate.

If your employer has previously allowed employees to work until the end of their notice period, then give the customary two weeks’ notice.

When to Quit Your Job Without 2 Weeks’ Notice

There are some circumstances which might make you reluctant to give two weeks’ notice. Examples of this are:

Sexual harassment in the workplace
Threats in the workplace
Risk to your mental or physical health
An unreasonably unsafe work environment

If any of those circumstances are present, immediately send a written report to your HR department or the relevant manager about the occurrences. There is a legal requirement to investigate your grievances and if they are true, to take reasonable steps to protect you.

2 Week Notice Template

When you give written notice, tailor it to the facts of your case. If you plan to claim unemployment benefits or you are leaving because of discrimination or sexual harassment in the workplace, then discuss your resignation letter with a lawyer.

Keep the written notice letter short and to the point. Too much detail can hurt your claim for unemployment benefits, and too many opinions can leave a bad impression on your employer.

Date

John Doe

Company Name

12354 Ash Street

City, State Zip Code

Re: Two Weeks’ Notice Letter

Dear Mr. Doe,

Please allow this letter to serve as notice of my resignation from (company name). My resignation will be effective two weeks from today, on (Weekday, month, day, year)

Please advise me if I can assist in this transition.

Sincerely,

(Your name)

There is no need for personal details, facts, opinions, or feelings. If these details are made public or brought up in a lawsuit, it could be damaging.

Keep a professional and neutral tone. There is no opinion to expressing approval or disapproval, no matter the circumstances of your resignation. While it may be satisfying to write a scathing letter of resignation, this will likely harm your career.

It is vital you state your final day of work, state the exact date and day of the week so your employer is clear and can prepare for your departure.

Have a quick question? We answered nearly 2000 FAQs.

See all blogs: Business | Corporate | Employment

Most recent blogs:

California Labor Code 5814: Penalties for Delayed or Unreasonable Workers’ Compensation Payments

California Labor Code 5814 outlines penalties for delayed workers’ compensation, protecting injured employees from financial hardship caused by late payments. Workers may claim up to 25 percent penalties for unreasonable delays, ensuring timely disability benefits, medical coverage, and settlement reimbursements.

California Labor Code 202: Final Paycheck Rules When Employees Quit

California Labor Code 202 requires employers to pay final wages on time when employees resign, with timing based on notice given. Workers may also claim unused vacation pay, request retirement fund deposits, or seek penalties for delayed payments.

California Labor Code 1174: Employer Timekeeping and Recordkeeping Requirements

California Labor Code 1174 outlines employer timekeeping and recordkeeping duties, allowing electronic or paper systems when records are indelible. Keep records in California, preserve them at least three years, and provide accessible copies to workers and authorities.

Labor Code 1194 California: Overtime and Minimum Wage Rights, and Remedies

California Labor Code 1194 protects workers seeking unpaid minimum wage and overtime, providing legal remedies, interest, and reasonable attorney’s fees. Employees can file lawsuits or arbitration claims to recover wages, enforce rights, and safeguard against unlawful employer practices in California.

California Labor Code Section 2810.3: Employer Liability for Labor Contractor Violations

California Labor Code Section 2810.3 makes client employers liable for labor contractor wage violations and missing workers’ compensation coverage. Reduce risk through careful vetting, clear contracts, payroll monitoring, and tight compliance with statutory duties and narrow exemptions.

California Labor Code 201: Final Paycheck Rules, Employee Rights, and Employer Obligations

California Labor Code 201 requires immediate final paychecks at discharge, covering unpaid wages, unused vacation, and earned bonuses. Employees may seek penalties and file claims if payment is delayed or withheld.

Labor Code 510: California Overtime Pay, Exceptions, and Calculations

California Labor Code 510 outlines overtime pay rules, exemptions, and calculation methods, protecting employees from unfair wage practices and misclassification. This guide explains daily and weekly overtime, special worker protections, and the legal steps available if overtime pay is denied.

Meal Premium California: Laws, Penalties, and Employer Compliance

California meal premium rules require employers to provide compliant breaks or face fines, lawsuits, and costly penalties. Use clear policies, precise tracking, and regular reviews to maintain compliance and avoid financial or reputational harm.

Employee Record Retention by State: Guide for Employers

State-by-state employee record retention guide covering payroll, unemployment insurance, workers’ compensation, child labor, discrimination, and access. Get clear timelines and required details for Alabama to Wyoming so employers meet audits, claims, and compliance duties.

How Much Notice Does an Employer Have to Give for a Schedule Change in California?

California employers must follow state and local rules on schedule changes, including notice periods, overtime, and reporting time pay. This guide explains meal breaks, overtime, predictable scheduling, local city ordinances, and penalties for violating California labor laws.

Employment Mediation: Process, Benefits, Preparation, and What to Expect

Employment mediation offers a faster, cost-effective alternative to litigation for resolving workplace disputes. Get the process, benefits, preparation steps, what to expect, possible outcomes, and mediator roles.

What Is Fair Chance Hiring? Meaning, Benefits, and How It Works for Employers

Fair chance hiring gives candidates with criminal records fair consideration, helping employers access loyal, diverse, and skilled talent. It strengthens compliance, lowers turnover, and helps build high performance teams without compromising workplace safety.

California Labor Code Section 204: Employee Rights When Employers Pay Late

Late wage payments in California can trigger penalties under Labor Code Section 204, protecting employees from repeated payroll delays. Workers have legal options including waiting time penalties, wage claims, and attorney assistance to secure timely pay.

California Equal Pay Act: Differences from Federal Law, Employer Duties, and Employee Protections

California’s Equal Pay Act expands protections beyond federal law, covering pay disparities by sex, race, and ethnicity. Employers must justify wage differences with valid factors; employees gain retaliation safeguards, filing options, and potential damages.

I-9 Compliance: Employer Rules, Penalties, and Best Practices

I-9 compliance helps employers verify work authorization, meet federal rules, and avoid costly fines, penalties, and legal issues. Use proper documentation, audits, E-Verify, and training to maintain compliance and reduce employment verification risks.

California Labor Code: Divisions, Laws, and Employee Rights Overview

California Labor Code overview covering divisions, employee rights, workplace safety, workers’ compensation, and enforcement across key industries. Trace major milestones, landmark cases, and updates that shape employer obligations and protections for California workers today.

Are Non-Solicitation Agreements Enforceable in California? Exceptions and Legal Insights

Non-solicitation agreements in California are mostly unenforceable, except when tied to trade secrets, business sales, or partnership dissolutions. This article outlines key exceptions, legal challenges, and how courts determine when limited restrictions may stand under state law.

California Labor Code Section 226: Wage Statement Requirements & Penalties

California Labor Code Section 226 sets strict paystub requirements and exposes employers to lawsuits, PAGA penalties, and fees. Review wage statements for all nine items; third party payroll services do not shield companies from compliance mistakes.

Do You Have to Sign a Write-Up at Work? Employee Rights and Employer Policies Explained

Employees often ask if they must sign a workplace write-up, and the answer depends on labor laws and company policies. This guide explains employee rights, employer practices, and options for responding when faced with disciplinary write-ups.

ABC Test California: AB 5 Exceptions, Borello Factors, and Worker Status

AB 5 reshaped California worker classification with the ABC test, Borello factors, and multiple exemptions impacting industries and licensed professionals. This guide covers independent contractor rules, key exceptions, and legal consequences for misclassification under California employment law.

How Long to Keep Employee Files: Record Retention Laws, Timelines, and Best Practices

Keep employee records compliant with federal and state retention laws to protect your business from fines, lawsuits, and compliance issues. Establish clear policies, digitize securely, and retain files for proper timelines to ensure efficiency, privacy, and legal protection.

Separation of Employment: State Notice Requirements, Termination Letters, and Compliance Guide

State separation laws vary, requiring employers to issue termination notices on time to reduce penalties and compliance risk. This guide covers state notice requirements, termination letters, unemployment benefit notifications, and practical steps for multi-state compliance.

Labor Code Section 2810.5: CA Hiring and Wage Notice Guide

California Labor Code Section 2810.5 outlines hiring and wage notice requirements employers must follow to avoid penalties and lawsuits. Employers must provide detailed written notices, comply with minimum wage laws, and use official forms to remain compliant.

California Sick Leave Law 2025: Employee Rights, Accrual Rules, and Local Ordinances

California Sick Leave Law 2025 explains employee rights, accrual rules, and employer duties for paid sick time in California. Local ordinances in Los Angeles, San Francisco, Oakland, Berkeley, and Santa Monica offer additional protections and higher sick leave caps.

What is Comp Time at Work? Definition, Legal Rules, and How it Differs from Overtime

Comp time lets employers offer time off instead of overtime pay, but strict legal rules often limit its use. This guide explains comp time, how it differs from overtime, and the legal risks businesses must review.

California Vacation Law Update 2025: Changes to Paid Leave, PFL Use, and Workplace Policies

California’s 2025 vacation law update adds new protections for employees, impacting paid leave, workplace meetings, and contractor agreements. Employers must adjust to expanded worker rights, anti-discrimination rules, and stricter compliance requirements taking effect January 1, 2025.

California Wage Statement Rules: What Must Be Shown and What to Do If Your Pay Stub Has Errors

California employers must provide accurate pay stubs detailing wages, deductions, hours, and other required information under state labor laws. Employees may seek penalties, back pay, and legal action if wage statements contain errors or missing details.