Under Article 167 of Labor Law No. 14 of 2025, a resignation must be written, signed, and certified by the competent administrative authority. The worker or his special agent signs it, service ends only with a decision accepting it, and the worker keeps working until the employer decides within ten days, failing which it is treated as accepted. Certification by the authority is a condition that Article 119 of the old law did not contain.
Step by step
- 1
Writing and certification
A verbal resignation or an uncertified message is not enough, so ask for it in writing, signed and certified by the competent administrative authority.
- 2
Decide within ten days
Issue the acceptance in writing within ten days of submission, or it is treated as accepted when that period ends.
- 3
Right to withdraw
The worker or his special agent may withdraw it within ten days of being notified of acceptance, in writing and certified by the administrative authority, and the resignation is then void.
- 4
Notice and reason
For an open-ended contract the resigning worker gives the employer three months' notice under Article 156, Article 157 requires a lawful and sufficient reason for either party to end it, and the employer may excuse the worker from all or part of the notice under Article 161.
- 5
Absence from work
A worker is treated as having resigned after absence without a lawful reason for more than 20 separate days in a year or more than 10 consecutive days, provided he was warned by registered letter with acknowledgment of receipt after 10 days in the first case and 5 days in the second, under Article 166.
- 6
Final settlement
The employer pays the wage and all dues within seven days of the worker's request under Article 108, and gives him an end-of-service certificate within 15 days of the request under Article 175.
Accepting an uncertified resignation, or holding a resignation signed in advance at hiring, are common mistakes. A resignation that does not meet Article 167 does not end the employment.
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