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About this tool
Work out your last working day from the notice period, leave adjustment and buyout days, then generate a resignation letter with a dated handover plan.
This generator computes your last working day from the notice period your contract specifies, then writes the resignation letter around that date. Months are added as calendar months with end-of-month clamping, so a one-month notice given on 31 January ends on 28 February rather than a guessed thirty days later; leave adjusted against notice and any days you are asking to be bought out are then subtracted. The output includes a dated three-phase handover plan sized to the working days you actually have left.
Open Resignation Letter Generator by Notice Period on AltFTool — it loads instantly in your browser.
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Let the tool analyze or generate the result.
Review, refine, and reuse the output wherever you need it.
Adds real months with end-of-month clamping instead of treating a month as thirty days.
Shows the contractual end date and your proposed last day side by side, which is what HR needs to approve.
Splits the served notice into documentation, knowledge transfer and closure phases, each with a start and end date.
Count the notice from the day after you submit the resignation: a one-month notice submitted on 5 August ends on 5 September, and a 60-day notice submitted on 5 August ends on 4 October. If leave is being adjusted against notice or days are being bought out, subtract those days from the contractual end date and state both dates in the letter.
Only if your employer's policy allows it — many companies let accrued earned leave offset part of the notice, others insist notice be physically served and pay the leave out in the final settlement instead. Ask HR in writing before you commit to a shorter last working day, and put the request in the resignation letter rather than assuming it.
The length comes from your appointment letter; one month and three months are the common figures, with 90 days typical in senior and IT roles. State Shops and Establishments Acts also set a baseline notice for covered employees, so where the contract is silent the applicable state Act governs.
No reason is legally required, and a short neutral line such as accepting another opportunity is enough. Keep grievances out of the resignation letter itself — it goes on your permanent file and is often what a future employer's verification team sees; raise concerns separately in the exit interview.