Employee Resigns with 2 Weeks’ Notice? Here’s What Employers Must Do

It’s a regular Tuesday morning, and you’re settling into your day when an employee walks in with a letter.

“I’m submitting my notis berhenti kerja 2 minggu, boss.”

If you’ve ever been in this situation, you know it can bring a mix of surprise and concern.

Two weeks may not feel like much time, especially if the employee is handling critical tasks or projects.

But in Malaysia, it’s a fairly common practice, especially among employees who are still on probation or working under specific contract terms.

As an employer or HR professional, you need to know how to manage a 2-week resignation notice properly.

Worry not, this article will walk you through the basics, your legal rights, and the steps you should take to handle it professionally.

What is a 2-week Resignation Notice?

A 2-week resignation notice is a formal resignation given by an employee to notify the company of their intention to leave within two weeks.

It’s common among probationary staff, part-time employees, or those whose contracts specifically state a shorter notice period.

In most cases, employees use this two-week window to tie up loose ends, complete tasks, and hand over their responsibilities to someone else.

Is a 2-Week Notice Legally Acceptable?

Under Malaysia’s Employment Act 1955, the required notice period depends on the employee’s length of service, unless the employment contract states otherwise.

The Act suggests:

Less than 2 years of service: 4 weeks’ notice
2–5 years: 6 weeks’ notice
More than 5 years: 8 weeks’ notice

However, if the employment contract or offer letter clearly states that a 2-week notice is acceptable (e.g., during probation), then that agreement can be honoured.

If not, the legal minimums in the Act apply.

So, whether you can accept a 2-week notice depends on:

The employee’s contract terms
Their length of service
Whether you’re willing to be flexible

In short, yes, a 2-week notice can be legal, but only if it matches the agreed terms.

When is a 2-Week Notice Valid?

There are certain situations where a two-week notice is considered valid:

During probation: Most probationary contracts come with a shorter resignation period, typically 2 weeks.
Under contract terms: If the employment agreement clearly states a 2-week notice clause.
Company policy: Some companies allow shorter notice periods for specific roles or departments.

Always check the signed contract.

If the agreement is silent or unclear, the Employment Act may take precedence.

How Should Employers Respond to a 2-Week Resignation?

When you receive a 2-week resignation letter, your first step is to acknowledge it in writing.

This could be a formal email or letter that confirms the last working day and outlines the expected responsibilities during the notice period.

Next, plan the handover process.

Meet with the employee to understand what tasks are pending, who will take over, and whether documentation or training is needed.

Lastly, review your team's workload.

Do you need to hire someone urgently? Can the current team absorb the duties temporarily? These are the key operational questions you’ll need to manage quickly.

If an Employee Requests Leave Earlier, How to Handle It?

Sometimes, employees might request to leave before the end of their 2-week notice, either due to personal reasons or because they’re starting a new job sooner.

So, how to handle it?

Offset using annual leave: If the employee has remaining annual leave, you may agree to deduct it from their notice period.
Pay in lieu: If you approve an early exit, the employee may pay you for the balance of the notice period they didn’t serve.

This should be agreed in writing and calculated clearly in their final payslip.

If an employee leaves earlier than planned, it’s important to manage the transition quickly.

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Employee Obligations During Notice Period

Even during their final weeks, employees are still bound by their employment duties.

They’re expected to:

Complete their remaining tasks properly
Prepare handover notes and files
Cooperate with the new or temporary replacement

Final Payment and Benefits

Once the 2-week notice is served, it’s time to calculate the employee’s final dues.

Here’s what to include:

Basic salary up to the last day
Unused annual leave payout (if any)
EPF, SOCSO, and EIS contributions (based on final salary)

Make sure everything is processed and documented properly.

It shows professionalism and avoids future disputes.

Sample Acceptance Letter of 2 Weeks Resignation

[Your Company Letterhead]

[Date]

Dear [Employee Name],

We acknowledge receipt of your resignation letter dated [Date], and your intention to resign from your position effective two weeks from now, on [Last Working Day].

We thank you for your contributions to the company and wish you the best in your future career. Please complete the necessary handover and finalise your work before your last day.

Sincerely,

[Your Name]

[Position]

[Letterhead Syarikat Anda]

[Tarikh]

Kepada [Nama Pekerja],

Kami mengesahkan penerimaan surat perletakan jawatan anda bertarikh [Tarikh], dan hasrat anda untuk menamatkan perkhidmatan dalam tempoh dua minggu, iaitu pada [Tarikh Terakhir Bekerja].

Kami mengucapkan terima kasih atas sumbangan anda sepanjang tempoh bekerja dan mendoakan kejayaan anda di masa hadapan. Sila lengkapkan proses serahan tugas dan tugasan akhir sebelum tarikh akhir perkhidmatan anda.

Sekian, terima kasih.

Yang benar,

[Nama Anda]

[Jawatan]

What to Do Next After an Employee Submits a 2-Week Resignation

Once a resignation is accepted, HR and managers should move quickly to:

Conduct an exit interview to gather feedback
Update HR records and payroll
Issue a service letter or employment certificate, if requested

Handling this well leaves a positive impression, even if the employee is moving on.

FAQ

Can an employee resign with immediate effect?

Yes, but only if both parties agree, or if the employee is willing to pay instead of notice.

Can employers reject a 2-week resignation?

If the contract requires a longer notice, and the employee refuses to serve it, you may deduct pay or seek legal advice. However, forced retention is not advised.

What if the employee does not serve the full notice?

You can deduct the remaining notice period from their final salary, as per contract terms.

Do part-time workers need to give 2 weeks’ notice?

It depends on their contract. Some part-time jobs don’t require formal notice, while others do. Always refer to the agreement signed.