Learn the key aspects of notice in a voluntary job resignation

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In some cases, it may be possible to agree on a longer notice period than the legally required period. This can be beneficial for both parties, as it provides more time to plan the transition and minimise the impact on the company and the employee.

Learn about the rights and obligations in cases of lack of notice in a voluntary resignation according to the Workers' Statute
In the workplace, it is important to know the rights and obligations established by the Workers' Statute in cases of lack of notice in a voluntary resignation. Voluntary resignation is when the worker decides to terminate his or her employment contract unilaterally, without the need for a justified cause.

In this regard, the Workers' Statute establishes that the worker must communicate his voluntary resignation with a minimum notice of 15 days. However, in cases of lack of notice, the Statute also establishes certain consequences for both the worker and the employer.

For the employee, failure to give notice may entail the loss of certain rights, such as the right to receive compensation for termination of contract. In this case, the Statute establishes that the employee will not be entitled to receive any compensation if he or she does not comply with the minimum notice period established.

On the other hand, for the employer, the lack of notice may imply the possibility of claiming compensation from the employee for the damages caused. This compensation may be equivalent to the salary corresponding to the period of notice that has not been fulfilled.

It is important to note that these consequences may vary depending on what is established in the employment contract or in the applicable collective agreement. Therefore, it is essential to review these documents to know in detail the rights and obligations in cases of lack of notice in a voluntary resignation.

Understanding deadlines: How is the 15 days' notice period calculated for voluntary resignation?
In the workplace, when an employee decides to voluntarily terminate his or her employment relationship, certain deadlines and legal requirements must be met. One of these is the advance notice period, which consists of notifying the company in advance of the intention to terminate employment.

In the case of voluntary resignation, the employee must communicate his decision to the company with a minimum of 15 days' notice . But how are these 15 days calculated?

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Notice is calculated in accordance with Article 49.1 of the Workers' Statute. According to this article, notice must be of equal duration for both parties. This means that if the worker has a full-time contract, the notice will be 15 calendar days. If the contract is part-time, the notice will be calculated in proportion to the working day.

It is important to note that the days of notice do not include holidays or Sundays. In addition, the day on which the notice of termination is delivered is not counted as part of the notice period.

For example, if a full-time employee resigns voluntarily on 1 January, the 15 days' notice period will be counted from 2 January and will end on 16 January.

It is essential to comply with the notice period established by law, otherwise the company could request compensation for damages.


The notice period for voluntary resignation is a key aspect that must be taken into account when resigning from a job. The notice period refers to the amount of time in advance that must be given to the company before leaving the job.