Resignation Letter Due to Mental Health (UK 2026)

Why this matters

Many UK candidates resign in mental health crises and regret the decision once they're well. The financial and career impact of resigning is significant, and sick leave protections in the UK (SSP, contractual sick pay, reasonable adjustments) often give space to recover without resigning. The candidates who manage mental health and career best usually exhaust the leave options before resignation becomes necessary.

Template letter

Dear [Manager's name],

I am writing to resign from [Job title]. For health and personal reasons, I am no longer able to continue in this role and need to step away.

[Optional: In line with my notice period, my last working day will be [date].]
[OR if immediate]: I appreciate that this is shorter than my contractual notice. I am writing on the recommendation of my GP and with consideration of my health.

Thank you for the opportunities I've had at [Company name]. I will do everything I can within my capacity to handover my work and to make the transition smooth for the team.

Yours sincerely,
[Your name]

Replace bracketed text [like this] with your details. Keep the tone — that's what does the work.

Step-by-step

1. 1 Speak to your GP first — sick notes and SSP buy time without resigning
2. 2 Check your contract for sick pay terms — many UK employers offer 6-12 weeks full pay
3. 3 Consider reasonable adjustments — UK employers must consider these for documented health conditions
4. 4 If you do resign, don't disclose specific diagnoses unless you want them in the HR record
5. 5 Take legal advice if the role caused or worsened the health issue — there may be a claim
6. 6 Plan financial runway — health-related resignation often means an extended job search
7. 7 Consider Statutory Sick Pay vs resignation carefully — they have very different financial impacts

Common mistakes

• ✗Resigning during a crisis when sick leave would have given the same outcome with pay
• ✗Disclosing detailed mental health information that becomes part of the permanent HR record
• ✗Not exhausting reasonable adjustments before resigning — UK employers are required to consider them
• ✗Resigning in a way that voids any potential constructive dismissal or disability discrimination claim
• ✗Taking the next job too quickly without addressing the underlying issue