Subject line and who gets it
Keep the subject factual and findable: Resignation — [Your Name]. That's all it needs; the body carries the message, so skip anything dramatic or apologetic in the subject line. Send it to your direct manager first and CC HR — or your manager's manager if there's no HR — so the notice lands on the official record. If you spoke with your manager first, which is the courteous order, the email simply confirms in writing what you've already said in person.
What the email body should say
Three short paragraphs is plenty. State that you're resigning and give your last working day as an exact date. Add one line offering to help with the transition, then close with a brief, genuine thank-you. Don't list grievances, don't over-explain your reasons, and don't try to negotiate in this message — any of those conversations happen separately. Attach a signed PDF letter if your company is formal about it, but for most jobs the email itself is the record. Keep a copy in your sent folder.
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Is resigning by email valid?
Yes. In at-will employment there's no required format for resigning, and a dated email is a clean, timestamped record. The exception is a contract or handbook that specifies how notice must be delivered, so check yours.
What's a good resignation email subject line?
Keep it plain and searchable: “Resignation — [Your Name].” It should be easy for your manager and HR to find later. Avoid anything emotional or vague in the subject line.
Should I CC HR on my resignation email?
Usually yes. Send it to your direct manager and CC HR so the notice is on the official record and your final-pay and benefits process can start. If there's no HR, CC your manager's manager.
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WriteMyNotice.com is a self-help document preparation service, not a law firm, and this page is general information, not legal advice. Employment situations vary, and your offer letter, employment contract, or company handbook may set specific notice terms — always check yours. For significant matters, such as a contract dispute or an unsafe workplace, consult a licensed employment attorney in your state.