Difference Between Resignation And Quitting

Resignation and quitting are two terms that are often used interchangeably but they have different implications. While both involve leaving a job, there are differences in the way they are perceived by employers and the consequences for the departing employee. In this article, we will discuss the difference between resignation and quitting, and the implications for both employees and employers.


Resignation is the process of formally notifying an employer that one has decided to leave their job, usually by submitting a resignation letter. Resignation is usually a voluntary decision made by an employee, who may have found a better opportunity or who wishes to take a break from work.

The decision to resign is usually a well-thought-out one, and it is usually made after careful consideration of a range of factors. These may include job satisfaction, salary, benefits, job security, career growth, or work-life balance. Employees usually resign for personal reasons, such as wanting to spend more time with their family, pursuing further education, or starting their own business.

When an employee resigns, it is usually viewed in a positive light by the employer. It shows that the employee has made a conscious decision to leave, and it also gives the employer an opportunity to find a replacement in good time so that the organization’s operations are not disrupted. Employers usually appreciate employees who resign with dignity and professionalism, as this may preserve a good relationship that could come in handy in future.


Quitting, on the other hand, is the act of abruptly leaving a job without giving notice or providing an explanation to the employer. Unlike resignation, quitting is not a voluntary decision but rather a spontaneous one, often made in the heat of the moment or due to a specific incident at work.

Employees who quit may do so because they feel mistreated or unfairly treated by their employer, or when they are frustrated by poor working conditions, job insecurity, or poor communication from their supervisors or colleagues. Quitting may also happen when an employee has a poor attitude towards work, lacks commitment, or is not performing as expected.

Quitting is viewed negatively by employers, as it often leaves the organization in a state of disarray. When an employee quits without notice, it leaves the employer with the burden of finding a replacement in a hurry, and it may also disrupt other employees’ work, especially when that employee was an integral part of a team or a crucial function of the organization.

From an employer’s perspective, quitting may reflect poorly on the employee’s professionalism and work ethic, and it may also make it difficult for them to gain future employment, particularly if they left their previous job without notice or explanation.

Differences between resignation and quitting

The main difference between resignation and quitting is the way in which they are initiated and the duration of the notice. When an employee resigns, they initiate the process themselves, and they usually give notice beyond what is required by their employer. This notice period may vary based on the employment contract, but it is usually between two weeks and one month. During this period, the employee may be required to complete their remaining tasks or offer to help in the transition of their work to a new employee.

When an employee quits, they often do not give notice, which means that they may leave the employer with no information about their departure. This could cause issues for the employer in terms of finding a replacement and coordinating their work activities.

Another difference is the way each decision is perceived by employers. Resignation is usually perceived positively by employers, as it shows that the employee is leaving on good terms and usually for valid personal reasons. Quitting, on the other hand, is usually perceived negatively as it shows that the employee may not have taken their job seriously, lacked professionalism, or was dissatisfied with certain aspects of their work.

Consequences of resignation and quitting

Resignation and quitting have different consequences for both employers and employees. When an employee resigns, they usually leave on good terms with their employer, and this may result in favourable references or the possibility of future employment with the same employer. Conversely, an employee who quits may burn a bridge with their employer, which could make it difficult for them to gain future employment, particularly if they did not give notice or cause negative impact to the company.

Employers may be negatively impacted by both, though quitting often has more consequential and serious impact. Quitting can disrupt an organisation’s operations, reduce employee morale, and negatively affect the bottom line due to the cost of finding and training a replacement.


In conclusion, while resignation and quitting are similar in that they both involve leaving a job, they are vastly different in the way they are initiated, perceived, and the consequences for both employers and employees. Employees should strive to resign professionally and amicably so they can maintain good standing with their employer and preserve a good reference, while quitting should be an option of last resort. Employers can create an environment that encourages open communication, values its employees, and addresses issues promptly to minimise resignations and prevent quitting.