Letter to resign from a job when forced out under pressure


  1. Your resignation letter should be brief and abrupt if you are forced to resign or be discharged. You don't need to give any explanation. Pointing out responsible parties is useless.
  2. Start directly from the statement that you are resigning. Mention the job title and give a date of entry into force. In your case, this information is enough.
  3. If appropriate, mention the reasons.
  4. If it seems fine, express gratitude for everything you learned.
  5. Mention that your projects and files are in order, if you want to.


[Senders Name]
[Address line]
[State, ZIP Code]

[Letter Date]

[Recipients Name]
[Address line]
[State, ZIP Code]

[Subject: Normally bold, summarizes the intention of the letter] -Optional-

Dear [Recipients Name],

Due to sudden events, I am forced to inform you of my resignation from the post of Senior Projects Manager, which is to be put into effect immediately.

The reason behind my resignation is that I have recently been receiving a lot of anonymous letters, messages, and emails that are all very threatening and violent in nature. I believe that my recent speech about employees violating the company policy has caused this. These threats have been taking a toll on me and my work, and I am getting to be very stressed about these events. Part of the demands of the person or people threatening me is that I leave the company immediately lest anything bad happens to me.

I thank you for all the experiences I have gained with your company, and I do hope that you will be able to resolve whatever issues are in your business as well. Thank you for everything.


[Senders Name]
[Senders Title] -Optional-

[Enclosures: number] - Optional -
cc: [Name of copy recipient] - Optional -

Letter to resign from a job when forced out under pressure.

Further things to consider when writing resignation letters to human resources

Further things to consider when writing resignation letters to human resources

Resignation Letters

Resignation letters are letters written to employers to announce the intent to leave a currently held position. While the main objective of a resignation letter is to inform your employer that you are leaving, you can use it to maintain a positive relationship with the recipient by leaving with a positive final impression. Though you may feel as if this is a great opportunity to say how much you hated the company, it's always in your best interest to be polite so that your professional future remains secure. A resignation letter should be sent well in advance or as required by the contract to give the recipient enough time to fill your position.

Resignation letters are formal letters, and therefore, the writing tone must be professional. State your intention to resign clearly. If appropriate, give your reasons for the same. Thank the recipient for the experience and state how this position has positively influenced your profession. While at it, resist the temptation to make negative comments unless you want the recipient to remember you as an ungrateful employee. Wrap it up with a kind note and mention that you are willing to offer any assistance needed during the transition.

Letters to Human Resources

Letters to human resources are letters written to the personnel or department that deals with administration, training, and hiring of employees in an organization. The role of human resources personnel is to handle everything from payroll to policy issues and legal grievances. If you have a policy or legal question, a personal issue that affects your work, or a serious problem with a colleague, the first person you may want to contact is a human resources representative. The best way to begin this conversation is by drafting a letter stating your specific problem.

When writing letters to human resources, make sure to follow all the rules of a formal letter. Start by addressing your letter to the right person. Write a clear subject line communicating your problem and indicating that action is needed. Set a formal and professional tone early in the conversation. Keep your sentences short and clear and avoid providing more information than is necessary. Describe the issue precisely giving a timeline of when it started. Explain what you have done or think can be done to address the issue. Request for an in-person meeting. Close on a note of anticipation to seeing the issue resolved.

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