If you’re asking, will I get paid if I resign with immediate effect? In the UK, this usually means: you should still be paid for work you’ve already done and for any unused holiday you’ve accrued. What you usually won’t get is pay for the notice period you didn’t work. Your employer also can’t just keep your wages unless a deduction is lawful.

Will I Get Paid If I Resign With Immediate Effect in UK?

Resigning with immediate effect means you’re ending your employment straight away (or from a very near date) rather than working your notice.

In most cases, you’re still entitled to payment for time already worked and any accrued but untaken holiday, even if you don’t work your notice. The main changes are around notice pay and possible deductions.

Here’s the bit most people don’t realise: leaving immediately doesn’t erase your right to wages you’ve already earned, but it can change the net amount you receive if your contract allows certain deductions, or if you owe your employer money (for example, an overpayment).

It can also slow the admin down, so resigning today doesn’t always mean you’ll be paid today.

Quick check (takes 30 seconds)

If any of this sounds familiar, you’re in the right place:

• You’ve worked shifts/hours that haven’t been paid yet.
• You’re thinking of leaving without working your notice period.
• You’re worried payroll will hold back your last wages.
• You have unused holiday, commission, or expenses outstanding.
• You want to know what happens next payday.

So, in practice you can usually predict your final pay outcome in minutes once you know (1) your leaving date, (2) your notice terms, and (3) whether any deductions apply.

Three quick situations you might recognise

I can’t face another shift

You emailed HR resigning with immediate effect after a rough week. You’re owed wages for days already worked, plus holiday pay you’ve built up. You likely won’t be paid for the notice you didn’t work.

They told me not to come back

You resign, and your employer says, Don’t come back. That’s different: they may choose to pay you instead of having you work notice (often called pay in lieu of notice).

I’m on probation or a zero-hours contract

You resign with immediate effect, and worry you’ll get nothing. Probation or casual status doesn’t usually remove your right to be paid for hours already worked, but notice terms can be shorter.

The practical takeaway: your final pay depends less on why you left and more on whether the time/holiday was earned and whether deductions are allowed.

What will your final pay usually include if you leave immediately?

In the UK, final pay is normally your everything up to your leaving date payment, processed through payroll with PAYE and National Insurance as normal.

If you resign with immediate effect, you typically receive wages for work already done, plus accrued holiday pay you haven’t taken. Extras like overtime, commission, bonuses, and expenses depend on your contract and workplace policy.

A common pattern, when reviewing pay disputes, is that the disagreement isn’t about whether you’re owed money, it’s about what counts as earned by the leaving date and whether the employer can lawfully deduct anything.

That’s why clarity on dates and documentation matters more than long arguments.

Final pay usually includes some or all of the following, depending on your contract and workplace policy:

• Basic pay up to your leaving date (including any unpaid hours/shifts)
• Accrued but untaken holiday pay (based on your statutory and contractual entitlement)
• Overtime already worked but not yet paid
• Commission that’s already earned under the commission rules
• Approved expenses you’ve submitted in line with policy

In plain terms: if you can list what you’ve already earned and what date you’re leaving, you can sanity-check your final payslip quickly.

How can you resign with immediate effect without messing up your final pay?

You can resign with immediate effect by giving clear written notice (email is usually fine) stating your resignation and your intended last day. Keep it factual, and don’t negotiate your entire history in the resignation message. Your goal is to lock in the dates, request confirmation of holiday and final pay, and keep evidence.

In most workplaces, things go most smoothly when you set a clear leaving date, ask for confirmation of their holiday balance, and keep a record of shifts worked and any approvals for overtime/expenses. That turns a messy resignation into a straightforward payroll task.

1. Check your contract for your notice period and any deduction clauses
2. Choose your leaving date (today, or a specific date like effective 29 January 2026)
3. Resign in writing to your line manager or HR (or both), keeping it short
4. Ask for written confirmation of your final working day and holiday balance
5. Return company property (laptop, ID, keys) and keep proof of return
6. Save evidence of hours worked (rota, timesheets) and any unpaid items (expenses, overtime approvals)
7. When you get your final payslip, compare it to what you expected and query anything missing immediately

For you, that means: the fastest way to protect your money is to make payroll’s job easy, clear dates, clear records, and a clean handover.

Can your employer refuse to pay you if you resign with immediate effect?

Generally, no: your employer can’t simply decide not to pay wages you’ve already earned. If you worked the hours, those wages are owed, even if you didn’t work your notice.

Where it gets confusing is that employers can sometimes make deductions, but only if there’s a legal basis (for example, a contractual term, a prior written agreement, or a lawful reason like tax).

A simple way to look at it: withholding is not the same as deducting. Withholding suggests they’re keeping money that’s yours without a reason. A deduction can be allowed if the rules are followed and the amount is correct.

Net result: if payroll says we’re holding your pay because you left, ask them to specify the exact deduction basis and show it on the payslip.

What deductions can happen to your final pay, and when are they allowed?

Final pay can be reduced by deductions that are lawful and properly calculated. Common examples include tax/NI (PAYE), pension contributions, salary overpayments, agreed season ticket loans, or contractual deductions for unreturned equipment.

Some employers also try to recover costs when someone leaves without notice, but they can’t just invent a penalty.

As of 2026, a good rule of thumb is: if the deduction isn’t clearly written into your contract or previously agreed in writing (or required by law), challenge it promptly and ask for a breakdown.

A lot of pay issues are fixed once payroll double-checks the contract wording and recalculates the figures.

The practical takeaway: your strongest position is pay me what I’ve earned, then show me any deduction basis in writing and on the payslip.

Do you get holiday pay if you resign with immediate effect?

Usually, yes, you’re normally paid for the statutory holiday you’ve accrued but not taken by your leaving date, even if you resign with immediate effect. Under the Working Time Regulations, holiday builds up over time: you accrue entitlement over time, and any unused accrued portion is typically paid out.

Where people get caught out is the reverse: if you’ve taken more holiday than you’ve accrued at the point you leave, your employer may be able to deduct the overused holiday from your final pay if your contract allows it.

A quick way to sanity-check your holiday position is to think about how your working pattern affects entitlement, especially if you work part-time. For example, how many bank holidays am i entitled to if i work 3 days a week can change what an unused holiday looks like in practice.

Once you know your holiday balance is right, you can judge whether any deduction on your final payslip makes sense.

This is one of the most common ‘surprise deductions’ on a final payslip, especially if you booked leave early in the year.

For you, that means: ask HR for your holiday balance in writing and keep a screenshot or email, this single step prevents most holiday-pay arguments.

What about notice periods? Do you lose money if you don’t work notice?

If you resign with immediate effect, you usually won’t be paid for the notice period you didn’t work.

It’s not a punishment; it’s just that notice pay is generally pay for time you would have worked, unless your employer chooses to end your employment immediately and pay you instead (often called PILON, short for pay in lieu of notice).

There’s also a separate issue: leaving without notice can be a breach of contract. In theory, an employer could try to recover losses caused by your failure to work notice.

In practice, most employers don’t pursue large claims unless there’s a clear, provable cost and the contract supports it.

So, in practice: the main financial impact is typically losing pay you would have earned during notice, not losing pay you’ve already earned.

When should you receive your final pay after resigning immediately?

Most people receive final pay on their normal payday, processed through the usual payroll run. Even if you resign with immediate effect, payroll still needs a leaving date, timesheet confirmation, and deductions to calculate accurately.

That’s why final pay often arrives later than you expect, not earlier. You should also receive the usual payroll documents associated with leaving, such as an itemised payslip and a P45 (handled via HMRC reporting).

Timing varies by employer, but these are standard parts of the exit process. For you, that means: if your payday passes with no payment, treat it as a payroll issue to escalate quickly, not a debate about whether you deserve to be paid.

Common misconceptions and what’s actually true

A lot of confusion comes from workplace myths that sound plausible in a tense resignation moment. Here’s the reality in plain terms:

The practical takeaway: if someone says that’s the rule, ask them to show you the contract clause or policy that creates the rule.

What if you resigned immediately because of stress, bullying, or safety?

If you’re leaving because you feel unsafe, unwell, or pushed out, the pay basics are the same: wages already earned are still wages, and accrued holiday is still holiday.

What changes is the paper trail you may want to keep, because these situations sometimes lead to grievances, sick leave questions (SSP and fit notes), or formal disputes.

If your health is a big part of why you’re leaving, it can also help to understand how work capability is assessed on the benefits side limited capability for work and work-related activity is the phrase you’ll often see in official processes and forms.

That doesn’t change what you’re owed in final pay, but it can help you organise your next steps if you’re not well enough to work.

A realistic example: Sam resigns with immediate effect after repeated bullying comments. Sam’s final pay should still include worked shifts and accrued holiday.

The helpful move is saving key emails/messages and submitting a short grievance note if they want the workplace record to reflect what happened.

Another example: Priya leaves immediately after a panic episode at work. Priya asks HR to confirm the leaving date and holiday balance, and separately talks to their GP about a fit note because they’d already been unwell.

In plain terms: you don’t need a dramatic resignation letter. You need clear dates, and (if relevant) a calm record of why you left.

What documents should you keep so you can fix problems fast?

If you end up chasing missing pay, the winner isn’t the person with the longest email chain, it’s the person with clear evidence. Keep it simple and organised.

• Your employment contract (especially notice and deduction clauses)
• Rota/timesheets and any overtime approvals
• Holiday balance confirmation (email or HR screenshot)
• Proof you returned company property (photo, receipt, sign-off email)

So, in practice: these four items usually let HR resolve a payroll issue in one or two messages.

What to do if your final pay is wrong or missing

Start with a practical approach: assume it’s an admin or calculation problem until proven otherwise. Contact payroll or HR and ask for a written breakdown of (1) gross pay to leaving date, (2) holiday pay, and (3) each deduction with its reason.

A common pattern is that payroll used the wrong leaving date, missed a timesheet approval, or applied a deduction that’s meant for a different situation. Those are fixable quickly when you ask for a breakdown.

If the employer doesn’t engage, the UK has established routes like internal grievance procedures and Acas Early Conciliation (often used before an employment tribunal claim). This isn’t legal advice, it’s simply the usual route people follow when a routine payroll query doesn’t get sorted.

What this means for you: escalate step-by-step and keep everything in writing; it’s the fastest route to a correction.

What people talk about this online?

Resigning with immediate effect
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Resigned with immediate effect from my job this morning, am I in the wrong?
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Final summary

If you resign with immediate effect in the UK, you’ll usually still be owed pay for work you’ve already done and payment for accrued untaken holiday. The big trade-off is that you typically won’t be paid for notice you didn’t work, and deductions can apply only when they’re lawful and clearly supported.

If you’re resigning because you’re unwell and money is tight, it’s worth knowing what support might exist outside payroll, for instance, do you get extra money for limited capability for work is a common question people look up when they’re weighing up their options.

From an employment-pay point of view, your immediate focus is still the same: confirm your leaving date, your holiday balance, and your final payslip breakdown.

Here’s what you can do next:

1. Set a clear leaving date in writing.
2. Ask HR/payroll to confirm your holiday balance and final pay components.
3. Keep your contract, timesheets/rota, and proof of returning property.
4. When the final payslip arrives, check wages, holiday, and deductions line-by-line.
5. If it’s wrong or missing, request a written breakdown and escalate through the usual HR/Acas process if needed.

FAQs

Can I resign with immediate effect in the UK?

Yes. You can resign at any time, including with immediate effect, usually by notifying your employer in writing. You may be breaching your contract if you don’t work your notice, but that doesn’t usually cancel pay you’ve already earned. Confirm your leaving date to avoid payroll confusion.

Can my employer withhold my last wages because I didn’t work notice?

They generally shouldn’t withhold wages you’ve already earned. They may be able to make lawful deductions (for example, overpayments or contractual deductions), but they should be transparent and show deductions on your payslip. Ask for a written breakdown of how the final figure was calculated.

Do I still get holiday pay if I resign immediately?

In most cases, yes. You’re usually paid for holiday you’ve accrued but haven’t taken by your leaving date. If you’ve taken more holiday than you’d accrued, the employer may be able to deduct the overused portion if your contract allows it. Get your holiday balance confirmed in writing.

What happens if I resign with immediate effect during probation?

Probation often means a shorter notice period, but it doesn’t normally remove your right to be paid for hours you worked. Your final pay should still include earned wages and accrued holiday. Check your contract for the probation notice clause and any deduction terms.

Will I get paid if I resign with immediate effect and I’m on a zero-hours contract?

You’re usually paid for hours you’ve already worked and any accrued holiday, even on a zero-hours arrangement. The main difference is that future shifts aren’t guaranteed anyway. Keep evidence of hours worked and ask HR to confirm your leaving date so payroll knows when to stop.

Can my employer deduct money because I left without notice?

Sometimes, but not automatically. Deductions need a lawful basis, often a contract clause or prior written agreement. Employers may also try to recover losses through other routes, but that’s separate from simply keeping wages. If you see a deduction, ask for the exact clause and calculation.

When should I receive my final pay after resigning immediately?

Most people receive final pay on the next normal payday, processed through standard payroll. Immediate resignation doesn’t usually mean immediate payment. If payday passes with no pay, contact payroll/HR for a breakdown and confirmation of your recorded leaving date.

Do I get a P45 if I resign with immediate effect?

Usually, yes. A P45 is a standard leaving document tied to payroll and HMRC reporting. The timing can vary by employer, but resignation speed doesn’t normally remove the requirement to process your leaving. If you don’t receive it, ask payroll when it will be issued.

Can I lose my bonus or commission if I resign with immediate effect?

Possibly. Bonuses and commission depend heavily on the scheme rules, especially what counts as earned and whether there are must be employed on payment date clauses. Ask for the commission/bonus policy and check cut-off dates. If it was already earned, query any non-payment with payroll.

If I resign effective immediately, will that show as dismissal or misconduct?

Resignation is typically recorded as resignation, even if it’s immediate. Misconduct is a separate process that would usually involve investigation and procedure. That said, an employer may note left without notice internally. Focus on dates and documentation to avoid disputes about your final pay.

Author note

Written by an SEO-focused workplace guidance writer who’s reviewed common UK payroll and resignation disputes across sectors. This article is general information, not legal advice; for complex cases, consider ACAS or a qualified employment adviser.