How to Quit a Job (Without Leaving Money on the Table)
Pick the date first, tell your manager in person or on a call, then send a short written notice the same day. Two weeks is the US norm, not the law — but resigning before a vest date, a bonus payout or the end of a sign-on clawback can cost far more than two weeks' pay. And if a layoff is coming, quitting first can forfeit severance the plan would have paid and makes an unemployment claim harder, so find out the actual terms and run the numbers before you resign.
How do you quit a job the right way?
Decide, check, tell, write, hand over.Decide the date — ideally the day after your next vest or bonus payout. Check your offer letter for a notice clause, a sign-on clawback and a non-compete. Tell your manager live before anyone else knows. Send a short written notice the same day. Then spend the notice period making your handover easy to pick up.
The money is where people get it wrong. Quitting can forfeit severance a written plan would have paid in a layoff (no law requires severance, so check whether a plan covers you), makes unemployment harder unless your state treats your reason as good cause, and can forfeit unvested equity, an annual bonus, and PTO in states that leave payout to company policy. The calculator below separates what is likely at risk from a clearly labelled maximum scenario.
- Estimated time
- 12 min read · 3 min calculator
- Cost / impact
- Free · runs in your browser
- What you need
- Salary, tenure, state, and any vest, bonus or clawback dates
Key takeaways
- Two weeks' notice is a norm, not a federal law. Your contract or handbook can attach money to it (PTO payout, bonus, rehire status), so read it before you decide the date.
- Timing beats technique. Resigning the day after a vest, a bonus payout, or the end of a clawback window keeps money that resigning a week earlier throws away.
- If a layoff looks likely, quitting first can forfeit severance a plan would have paid and makes unemployment harder. A signal is not a package, though: find out whether a written severance plan covers you before you decide to wait — or ask about a resignation package if you have an offer in hand.
- Severance after quitting is rare and always negotiated: mutual separation, resignation in lieu of termination, or being folded into an existing reduction.
- Unemployment after quitting depends on your state's good-cause rule, and you must still be able, available and looking for work. File anyway; the agency decides.
What quitting costs you: the calculator
Six lines of money can change when you resign: severance a written plan would have paid in a layoff, unemployment you might have collected, equity that has not vested, a bonus with a payout date, a sign-on bonus you would have to repay, and PTO that your state may or may not make the employer pay out. Enter what you know; leave the rest blank. The result is a verdict, a “likely at risk” figure built only from what you know, a separately labelled maximum scenario, a best date to resign, and a chart of how that maximum scenario looks at one, three, five and ten years of service.
What quitting costs you
Severance, unemployment, unvested equity, bonus, sign-on clawback and PTO — and the best date to hand in notice. Runs entirely in your browser; nothing you type is stored or sent to us.
Severance and unemployment only come into play when a layoff is the alternative to quitting — and a signal alone does not make either one likely.
Client-side only. No account, no upload, nothing stored on our servers.
How it works
- Severance at risk= the value of a severance plan or offer you already know about. If you do not know of one, the figure is $0 — no law requires severance, and a layoff signal is not evidence a package exists. Separately, an illustrative scenarioof weekly pay × years of service × 1–2 weeks per year is shown, the same range the severance pay calculator uses. It is never added to the likely total. LayoffNext's directional benchmark assumption — not an entitlement, a market average, or a universal standard.
- Unemployment at risk= your estimated weekly benefit × the weeks you expect to claim, if you enter them. Without an estimate the likely figure starts at $0, and the state's maximum weekly benefit × maximum regular weeks, read from the agency page behind our state unemployment guides, is shown only as a maximum possible scenario. Most people receive less than the maximum, and a voluntary quit can still qualify where the state's good-cause requirements are met. Where we have not verified a state's figure yet, the line says so instead of guessing.
- Dated money (vest, bonus, clawback) is counted as forfeited if the date is still ahead of today. The best date to resign is the day after the last of them.
- PTO uses the same state rules as the final paycheck calculator: paid by law in some states, by company policy in the rest. It is shown as money you keep, not money you forfeit.
Two worked examples
Priya, $130,000, 4 years, California, layoff rumours, plan terms known
Weekly pay $2,500. HR's written plan pays two weeks per year: $20,000, entered as a known offer. She estimates unemployment at $450 × 10 weeks = $4,500 (California's $450 × 26 weeks ceiling would be $11,700, shown only as the maximum scenario). RSUs worth $18,000 vest in 35 days. Likely at risk if she resigns today: $42,500. $24,500 of that is on the layoff side, more than four weeks' pay, so the verdict is on her terms, waiting for the layoff wins— and if she must go, not before the vest.
Marcus, $72,000, 1 year, Texas, no signal, new job in 6 weeks
No layoff, so no severance or unemployment to forfeit. A $6,000 sign-on clawback expires in 20 days; 9 days of PTO in a policy state with no payout policy. Resign on day 21 and he keeps $6,000, with 21 days of notice before the new start — the dates work. Verdict: resign on the date— and use the PTO before he goes, since Texas leaves payout to the employer's policy.
Dana, $95,000, 2 years, layoff rumours but no plan known, new job starts September 20, RSUs vest October 15 next year
No known severance plan and no unemployment estimate, so those lines are $0 and the benchmark appears only as an illustration. The $25,000 vest is dated, so the best resign date is October 16 next year — but that is 391 days after the new job starts. The calculator flags a date conflict, not a notice period: Dana cannot keep the vest and start on time, and delaying the start by more than a year would cost far more than the vest. Because there is a signal and a start date, the verdict is ask about a resignation package before handing in notice.
Quit now, quit later, or wait to be laid off?
Four questions sort almost everyone into one of four outcomes. Answer them honestly — a layoff “signal” means a reorg, budget cuts, a hiring freeze, your manager going quiet about next year, or a PIP, not just a bad week. The outcome pre-fills the calculator so the next step is a number, not a feeling.
Quit now, quit later, or wait to be laid off?
Four questions. The answer pre-fills the calculator. Nothing you pick leaves this page.
Question 1
Is there a layoff signal — RIF rumours, budget cuts, a reorg, or a PIP?
A signal changes the question: severance and a straightforward unemployment claim are only possible if the company ends the job — though neither is guaranteed.
The quitting timeline, from decision to final paycheck
Nine steps, in the order that protects you. The first three happen before anyone at work knows. The last two are the employer's to get right, and the ones people most often forget to check.
Blue steps are yours to control. Amber steps are the employer's obligations — know the dates and get them in writing.
- YouDecide — and pick the dateRun the calculator. If something vests or pays soon, the date is the day after it.
- YouCheck the contractsOffer letter, bonus plan, sign-on clawback, non-compete, equity grant, handbook notice clause.
- YouLine up the start dateGet the new offer in writing, background check cleared, start date agreed with room for notice.
- YouTell your managerIn person or on video. Decision first, handover second, thanks third.
- BothTransitionHandover doc, introductions, open decisions flagged. Do the job well until the end.
- EmployerExit interviewOptional in most companies. Facts, not feelings; nothing you would not say to the CEO.
Final-pay timing for people who resign is set by state law and is often different from the rule for layoffs. The final paycheck calculator shows both for your state.
How to resign from a job professionally
Professional does not mean elaborate. It means your manager hears it from you first, the date is clear, the paperwork is boring, and the people left behind can find what they need. Here is each piece, with words you can use.
How to tell your boss you're quitting
Ask for fifteen minutes. Lead with the decision and the date, offer the handover, say one genuine thank-you, and confirm the written notice is coming today. Everything else — reasons, feedback, where you are going — is optional, and most of it is better left out. Three versions:
Thanks for making time. I wanted you to hear this from me first: I've accepted another role, and my last day will be [date]. I know the timing affects [project]. I've drafted a handover plan and I'd like to walk you through it this week so nothing drops. I've really valued [specific thing]. I'll send the written notice to you and HR today so the paperwork is clean.
Hi [manager] — do you have 15 minutes today or tomorrow for a quick call? It's about my role, and I'd rather talk than message. [On the call] I'll get straight to it: I've decided to leave, and my last day will be [date]. I wanted to tell you live before it goes to HR. I've put together a handover doc — who owns what, what's in flight, and what needs a decision before I go. I'll share it right after this call and send the written notice today.
I've decided to resign. My last day will be [date]. I'm not looking for a counter-offer, and I'd like to keep this simple for both of us. I'll document everything I own and make sure the handover is complete. I'll send written notice to you and HR today confirming the date. [If pressed for reasons] It's the right move for me, and I'd rather leave it there. I appreciate the opportunity.
How much notice do you owe?
For most private-sector US employees, none by law. Employment is generally at-will, and the same rule that lets an employer end your job without notice lets you end it without notice. Two weeks is the professional convention because it is long enough to hand over and short enough not to drag. The convention cuts both ways: an employer may accept your resignation immediately and end your employment that day without paying the rest of the notice you intended to work, unless a statute, a written policy or your contract says otherwise. What changes the answer:
- •A notice clause in your contract or handbook that ties something to it — PTO payout, an earned bonus, rehire eligibility, or repayment of training costs. Read it; do not guess.
- •Senior roles and regulated industries often carry 30–90 days and garden leave. Your new employer will expect it.
- •Being walked out the same day. Some employers end access immediately on notice, especially for people leaving for a competitor, and in most states they owe you nothing for the notice days you did not work unless policy or contract says so. Assume it might happen: have personal files off the laptop before you speak, and ask whether the notice period is paid if they send you home early.
- •Reference reality. Nobody remembers a clean two weeks; everyone remembers a Friday text that said “today was my last day.”
Write the notice (and keep it short)
A resignation letter is read twice: by your manager this week, and by HR — or a lawyer — if anything about your exit is later disputed. Write it for the second reader. Four things and nothing else: that you are resigning, from what role, your last day, and thanks. No reasons, no grievances, no promises about availability after you leave.
Resignation letter generator and 8 templatesHandover: make yourself easy to replace
One document, shared on day one of your notice period: what you own, its current state, the next decision each item needs, who else knows about it, and where the files live. Introduce your replacements to the people they will need. Then keep doing the work — the last two weeks are the ones your references will describe.
Exit interview: what to say, what to skip
It is usually optional, and nothing you say in it will change your severance, your reference, or the company. Go if you want; keep it factual. Good: “the on-call rotation was the hardest part of the role.” Bad: anything about a named person you would not say to their face. Anything that might matter legally — harassment, safety, unpaid wages — belongs in its own written complaint, not in a survey HR files and forgets.
References: ask before you leave
Ask two or three people individually, get their personal email or phone, and confirm what the company will say if a future employer calls HR (often dates and title only). Check the reference policy first: some employers with a “neutral reference” rule allow colleagues to speak in a personal capacity, while others prohibit managers from giving any reference, personal or otherwise. Where a personal reference is allowed, get that agreement while you are still a colleague.
Last-day checklist
- Personal files off the laptop: tax forms, pay stubs, your own performance reviews, benefits statements. Never company data.
- Written confirmation of your last day, final pay date, and PTO payout (or the reason none is owed).
- Health coverage end date in writing — often the last day of the month, sometimes the last day worked.
- Equity: a statement of what is vested, what is forfeited, and the exercise window with the exact deadline.
- 401(k): the plan administrator's login, your vested percentage, and the rollover process.
- Copies of your offer letter, any bonus or commission plan, non-compete, and the signed resignation.
- Expenses submitted and approved; company property returned with a receipt.
- Two or three people asked, individually, whether they will be a reference — and their personal emails.
When to quit a job
“When” has two meanings: whether it is time, and which day. The first is yours to judge. The second is arithmetic, and it is where most of the avoidable losses live.
Timing around vesting, bonuses and reviews
- •Vest dates. Unvested RSUs and options are forfeited on your last day in almost every plan. If a tranche vests on the 15th, your last day is the 16th or later. Check whether the plan requires you to be employed on the settlement date, which can be days after the vest date.
- •Bonus payout dates. Most annual bonus plans pay nothing to someone who has resigned before the payment date, even for a year fully worked. If the bonus pays in March, a February resignation is an expensive month.
- •Sign-on and relocation clawbacks. Typically 12 or 24 months from your start date, sometimes prorated. Leaving a week early can mean repaying the whole amount.
- •401(k) match vesting. Employer contributions often vest on a schedule. Crossing an anniversary can be worth thousands; your plan statement shows the percentage.
- •Reviews and raises. If a review sets your salary for the year, a raise banked before you leave raises your final pay stubs, any severance or PTO payout that is salary-based, and the number you can truthfully cite when negotiating. Many states and cities now bar employers from asking about pay history, so do not count on it following you automatically.
- •Layoff seasons. Reductions cluster around fiscal year-ends, post-earnings weeks, and January. If your company is in that window and the signals are there, the wait-for-it option below is worth pricing.
Quitting without another job lined up
Sometimes right, always expensive. Three numbers before you do it: months of essential expenses in cash (six is comfortable, three is tight), the cost of health coverage once the employer plan ends, and how long searches in your field are taking right now. Unemployment will not bridge the gap unless your state treats your reason as good cause, so plan as if it will not. Run the runway calculator and the COBRA vs Marketplace calculator with your actual figures; if the answer is under three months, keep the job while you search.
How to quit a job you hate (or a toxic one)
The urge is to leave dramatically. The better play is to leave completely: with a start date elsewhere, your documentation in order, and nothing the employer can use against you later. Practical sequence:
- Write down what is actually happening, with dates, while it is fresh. Keep it off company systems.
- If it involves harassment, discrimination, safety, or unpaid wages, raise it in writing through the channel your handbook names. That record matters for unemployment good cause and for anything that follows.
- Line up the next role. A toxic job is easier to leave from a position of strength than from an empty calendar.
- Resign in the plainest possible words. The grievance is already on record where it counts; the resignation letter is not the place for it.
- If you cannot wait, check whether your state treats your reason as good cause before your last day — see unemployment if you quit.
How to quit a job you just started
Faster is kinder. Tell your manager as soon as you are sure, give the notice your offer letter specifies (probation periods often allow less), and keep the explanation to one line — “the role is not what I understood it to be” is enough. Before you speak, check three documents: the sign-on or relocation agreement (repayment clause?), any training-cost agreement, and the benefits enrollment (has coverage started, and when does it end?). On a résumé, a stint under three months is often left off — but never on an application, background-check form or government or regulated role that asks for a complete employment history, where an omission can be treated as a misrepresentation. Be ready to explain it honestly if asked.
How to quit a job without notice, and what it costs
Legally possible in most at-will jobs. The costs are practical: PTO that a policy state would only pay with proper notice, a bonus clause that requires “good standing,” a rehire flag in the HR system, and a reference that will be dates-only at best. If you must leave immediately — for safety, health, or a family emergency — say so in one sentence, in writing, and offer whatever handover you can do remotely. An immediate resignation with a reason on record reads very differently from a no-show. The immediate resignation template is written for exactly this.
Should you quit before a layoff?
Rarely for money, and the reason is simple: where severance is paid at all, it is paid to people the company lets go, not to people who leave. No federal law requires severance U.S. DOL, many employers pay none, and where a company plan exists it nearly always covers involuntary separations only. Add unemployment — more straightforward after a layoff, harder after a quit unless your state finds good cause — and any WARN notice pay U.S. DOL WARN, and waiting can be worth weeks or months of pay. Whether it is depends on terms you can usually find out: ask HR whether a written severance plan exists and what it paid in the last reduction. The laid off vs fired guide covers how the classification changes what follows.
Do you get severance if you quit?
Usually no. Four situations where a package after a resignation is realistic — every one of them negotiated, none of them owed:
| Route | When it fits | How it works |
|---|---|---|
| Negotiated resignation | You have leverage — an offer elsewhere, a project only you can finish, or an employer that wants a quiet exit. | Ask for the standard layoff package in exchange for a set last day, a full handover and a signed release. |
| Mutual separation agreement | Both sides agree the role is not working. Common after a reorg or a manager change. | The paperwork looks like a severance agreement — severance, benefits continuation, a reference clause — but the separation is labelled mutual. |
| Resignation in lieu of termination | The employer plans to terminate and offers you the chance to resign instead. | Resigning can protect the record and references; it can also cost you unemployment. Ask what the state will be told, and ask for severance in return. |
| WARN-covered layoff | Your role is already on a plant-closing or mass-layoff list that triggers 60 days' notice. | Resigning before the notice period ends can forfeit the pay for that period. Wait it out unless a new start date forces the issue. |
How to ask for a resignation package
Ask before you resign, in writing, and frame it as solving the company's problem. The strongest version is “include me in the reduction”: if a cut is already planned, a volunteer can spare a colleague who wanted to stay, and the company gets a clean handover and a signed release for a package it was budgeting anyway. It does cost the company real money — severance, benefits, possibly a paid notice period — which is why the answer may be no. If it is, you have lost nothing and you resign normally.
Subject: Discussing my transition Hi [manager / HR], I understand the team is going through changes. I've been offered a role elsewhere, and I want to handle my exit in a way that works for the company as well as for me. Before I submit a resignation, I'd like to ask whether it's possible to be included in the current reduction, or to agree a mutual separation — with the standard severance terms, a paid notice period, and COBRA support — in exchange for a clean handover and a signed release. If that isn't available, I understand, and I'll proceed with a standard resignation. Could we find 20 minutes this week? Thanks, [Your name]
If a package is offered, check it against the severance pay calculator and read the agreement red flags before signing. A release is a trade; know what you are trading.
Money and contracts to check before you resign
Seven documents decide most of the money. Pull them up before the conversation, not after.
Sign-on bonus clawbacks
Repayment clauses usually run 12 or 24 months from your start date and are often all-or-nothing rather than prorated. Some employers deduct the repayment from your final paycheck where state law allows; others invoice you. If the window ends within a few weeks, that is your resign date.
Non-competes and garden leave
Read the geography, the duration, and the definition of competitor. Enforceability varies enormously by state, and a new employer may ask to see the clause before confirming your start. Garden leave — paid notice during which you do not work — is common in finance and sales; it delays your start date, and whether equity keeps vesting during it depends on the plan document, the grant agreement and the garden-leave terms, so read those rather than assume.
Unvested equity and the exercise window
Unvested RSUs and options are forfeited. Vested options must be exercised inside the plan's post-termination window — frequently 90 days, sometimes much longer for long-tenured employees. Separately, incentive stock options lose ISO tax treatment if exercised more than three months after you stop being an employee, so the plan clock and the tax clock can differ. 26 U.S.C. §422(a)(2)
PTO payout in your state
10 of 51 US jurisdictions generally treat accrued vacation as earned wages that must be paid out at separation. Everywhere else it depends on the employer's written policy, and some policies pay only with proper notice or not to people who resign. Read the policy; if it will not pay, use the days.
Health insurance end date and COBRA
Coverage often runs to the end of the month you leave, sometimes only to the last day worked; ask which. A voluntary quit is a COBRA qualifying event if your employer's group health plan is subject to COBRA (generally private employers with 20 or more employees, and state and local governments) and you were enrolled in it; termination for gross misconduct is the one separation COBRA excludes. Smaller employers may instead fall under a state continuation ("mini-COBRA") law with its own rules. Where COBRA applies you have at least 60 days to elect from the later of coverage loss or the election notice, and coverage is retroactive once elected, so a short gap before the new job's plan starts can be bridged. 26 U.S.C. §4980B(f)(5)
401(k) employer-match vesting
Your own contributions are always yours. Employer contributions vest on the plan's schedule — often over two to six years. Check the vested percentage on your statement; if an anniversary is close, it can be worth more than a month's salary to cross it before you leave.
Visa holders
If your status depends on the employer, resigning starts the same clock a layoff does. H-1B and several other classifications may get a discretionary grace period of up to 60 days after employment ends to change employer, change status, or depart — and it is discretionary. Line up the transfer petition before your last day, not after, and talk to an immigration attorney. USCIS
Quitting toolkit
Three pages that work as one: decide, write the letter, and know where you stand on unemployment.
Related LayoffNext tools
The calculators people run alongside this guide.
Frequently asked questions about quitting a job
How do I quit a job I just started?
The same way you quit any job, faster and shorter. Tell your manager directly, give whatever notice your offer letter asks for (often two weeks, sometimes less during probation), and keep the reason to one sentence. Check two things before you speak: whether a sign-on bonus or relocation payment has a repayment clause, and whether you owe back any training costs. Leaving inside the clawback window can mean writing the company a check.
How do I resign gracefully?
Decide the date, tell your manager before anyone else, put it in writing the same day, and spend the notice period making your handover easy to pick up. Skip the grievance list — say thank you for what was genuinely good and leave the rest out. Grace is mostly logistics: a clean handover document, a short goodbye, and no surprises for the people who have to cover your work.
Can I quit without two weeks' notice?
In most US jobs, yes. Employment is generally at-will, and two weeks is a custom rather than a legal requirement — check your contract or handbook for anything that changes that, such as a notice clause tied to a bonus, PTO payout, or rehire eligibility. The cost of leaving abruptly is usually reputational and financial (a lost reference, forfeited PTO in policy states), not legal.
What happens to unvested stock when I quit?
Unvested RSUs and options are almost always forfeited on your last day; vested options usually have a post-termination exercise window set by the plan. For incentive stock options there is also a federal tax clock: exercise more than three months after leaving and the option is generally taxed as a non-qualified option instead. If a vest date is close, the cheapest move is often to resign the day after it.
Do I get severance if I quit?
Usually not. No federal law requires severance in any case, and company severance plans almost always cover involuntary separations only. The exceptions are negotiated: a mutual separation agreement, a resignation in lieu of termination where the employer agrees to a package, a voluntary exit program, or a role that was already on a WARN-covered layoff list. If any of those fit, ask — in writing — before you hand in notice.
Can I get unemployment if I quit?
Only if your state treats your reason as good cause, and the burden of showing that is typically on you. Every state disqualifies a voluntary quit without good cause; what counts varies widely, from strictly work-connected reasons to lists that include a spouse's relocation, your own health, or domestic violence. Good cause clears the separation question only — you must still be able, available and looking for work each week. Check your state's rule on our unemployment-if-you-quit page — and file anyway, because the agency decides, not the employer.
How do I tell my boss I'm quitting?
Ask for fifteen minutes, in person or on video, and lead with the decision: "I've accepted another role and my last day will be the 20th." Then stop talking. Offer a handover plan, thank them for something specific, and confirm you will send the written notice today. Do not negotiate on the spot, do not apologise for leaving, and do not tell teammates before the conversation happens.
Is it better to quit or be laid off?
Often, but not automatically. A layoff can come with severance (no law requires it, and many employers pay none), it makes an unemployment claim more straightforward, and any WARN notice pay is preserved. Quitting wins when you have somewhere better to go now, when staying is harming your health, or when the layoff may never come. Before you decide, find out whether a written severance plan covers you and what unemployment would roughly pay, then enter those figures in the calculator on this page — a layoff signal on its own is not a package.
How this page was built
The calculator and decision tree run entirely in your browser; nothing you enter is sent to LayoffNext or stored on a server. Severance counts toward the likely total only when you enter a known plan or offer; the illustrative range is LayoffNext's directional benchmark, shared with the severance pay calculator. State PTO rules come from the same table as the final paycheck calculator. Unemployment maximums are read from each state agency's own page and dated, and are shown only as a maximum scenario; where a state has not been verified yet the calculator says so. Federal rules cited below were read from the primary source on the date shown.
Sources & methodology
This guide explains general US concepts. Notice, severance and PTO rules depend on your contract, your employer's policies and your state; unemployment eligibility is decided by your state agency; equity and benefits are governed by the plan documents. Verify anything with money attached against the document that controls it.
- Severance Pay (topic page) — U.S. Department of LaborThere is no requirement in the FLSA for severance pay. · Last verified Sep 7, 2026
- Last Paycheck (topic page) — U.S. Department of LaborFederal law does not require immediate final pay; state law sets the deadline. (Cited for final-pay timing only, not for the at-will/no-notice rule, which is state common law.) · Last verified Sep 7, 2026
- WARN Act — U.S. Department of Labor60-day notice for covered plant closings and mass layoffs. · Last verified Sep 7, 2026
- 26 U.S.C. §4980B(f) — continuation coverage — Office of the Law Revision CounselAt least 60 days to elect COBRA, from the later of coverage loss or the election notice. · Last verified Sep 7, 2026
- An Employee's Guide to Health Benefits Under COBRA — U.S. DOL, EBSAVoluntary termination (other than for gross misconduct) is a qualifying event; COBRA generally covers group health plans of employers with 20 or more employees; smaller employers may be covered by state continuation laws. · Last verified Sep 7, 2026
- 26 U.S.C. §422 — incentive stock options — Office of the Law Revision CounselISO treatment requires employment until three months before exercise. · Last verified Sep 7, 2026
- Employment authorization in compelling circumstances / grace periods — USCISDiscretionary grace period of up to 60 days when qualifying employment ends. · Last verified Sep 7, 2026
Founder of LayoffNext. Chartered Accountant and finance educator who builds free tools for people navigating layoffs.
Important disclaimer
This guide is educational only and is not legal, tax, benefits, immigration or employment advice, and LayoffNext does not provide such advice. Whether you owe notice, what your employer must pay, whether you qualify for unemployment, and how your equity and benefits are treated depend on your documents, your state and your facts. For decisions with significant money or rights attached, consult a qualified attorney or advisor. See our full disclaimer.
More on quitting
Every page in this section answers one question about leaving a job on your own terms.