Asked to Resign: What to Do in the First 48 Hours
The meeting is short. Your CEO or chair says it is time for a change. They would like you to resign. There may be a letter on the table. There may be a deadline.
Most senior leaders never expect this conversation. Even when the signs were there, it lands as a shock. And shock is a poor state for decisions that affect your income, your reputation and your next role.
The first 48 hours matter more than most people realise. What you sign, say and post in that window can shape the next two years. Most of the damage is avoidable if you slow down.
This article covers why you should not sign on the spot, the questions to ask, getting advice, agreeing the story and the reference, telling your network and starting your next move.
A quick note first. This is general information, not legal advice. Employment rules differ between Australia and New Zealand, and between contracts, agreements and industries. Speak to an employment lawyer early.
What “asked to resign” usually means
Being asked to resign is not the same as choosing to resign. It usually means the organisation wants you to go and would prefer a quiet, clean exit.
A resignation can look tidier for them. It may also affect what you are entitled to and what options you keep. That is exactly why it is not a decision to make in the room.
Sometimes the request comes with an offer. A payment, a longer notice period, outplacement support or an agreed announcement. Sometimes it comes with nothing but pressure. Either way, you are now in a negotiation, even if nobody uses that word.
Do not sign on the spot
You will often be handed a document. It might be a resignation letter drafted for you, a deed of release or a settlement agreement. You may be told the offer expires today.
Do not sign it. Not in the meeting. Not that evening.
Say something calm and simple:
“Thank you for telling me directly. This is a big decision and I want to take advice before I respond. I will come back to you by Thursday.”
That one sentence does three things. It keeps the tone civil. It signals you will not be rushed. And it buys time for advice.
If they insist on a same-day answer, treat that as a reason to be more careful, not less. A reasonable employer expects a senior leader to get advice.
In the meeting itself:
Listen more than you talk
Take notes, including names, times and what was said
Ask for everything in writing
Do not argue the reasons, threaten or make promises
Do not resign verbally, even just to end the conversation
Questions to ask
You do not need every answer in the first meeting. But a few clear questions now save time later. Ask them calmly, or follow up by email the same day.
What is the reason for this request?
What happens if I do not resign?
What is being offered, and can I have it in writing?
What is the proposed leaving date, and will I work my notice or be on garden leave?
What will be said to the team, the board and the market?
Who will give a reference, and what will it cover?
What happens to my bonus, incentives, equity and other entitlements?
When do you need a response?
Write the answers down as close to word for word as you can. Then send a short email confirming your understanding:
“Thanks for meeting today. To confirm, you have asked me to consider resigning, and you will send the proposed terms in writing by Wednesday. I will respond once I have taken advice.”
That email creates a record. It is polite and hard to argue with.
Getting advice
Call an employment lawyer within the first day if you can. Not a friend who practises in another area. Someone who acts for senior employees in your country.
Why so early?
Your contract, any workplace agreement and local law will shape your options
There can be time limits on raising concerns, and they can be short
How you respond in the first few days can affect your position later
A lawyer can often negotiate terms you could not get alone
Take these to the first call:
Your employment contract and any variations
Bonus, incentive and equity plan documents
Recent performance reviews or written feedback
Any letter or document you were given
Your notes from the meeting
Ask your lawyer whether your contract or company policy covers legal costs on exit. Some senior contracts do.
An accountant or financial adviser can help too, especially where lump sums, tax or equity are involved. The treatment of exit payments differs between Australia and New Zealand, so get advice that fits your situation.
Agreeing the story and the reference
This is the part many senior leaders rush, then regret. Money matters. But the story and the reference often matter more for your next role.
The story. Agree a short, true, neutral statement about why you are leaving. Ideally it is the same in the internal note, the external announcement and what your referees say. For example:
“After four years leading finance through the restructure, Sam has decided to move on. The board thanks Sam for her contribution.”
“With the business entering a new phase under new ownership, Jo and the board have agreed it is the right time for a change.”
You also need your own version for interviews. Two or three sentences. No blame. See explaining a senior redundancy in an interview for wording that works in a similar situation.
The reference. Ask who will give it. Ideally a CEO, chair or director who knows your work well. Ask whether an agreed reference statement can form part of the terms. Your lawyer can help with the wording.
For more detail, read exit agreements, references and announcements.
Confidentiality and non-disparagement. Most exit agreements include these clauses. Ask your lawyer whether they can work both ways, so the organisation also agrees not to speak negatively about you.
Telling your network
The urge to explain yourself is strong. Hold it for now.
In the first 48 hours:
Do not post on LinkedIn
Do not change your headline or switch on “open to work”
Do not message colleagues to share your side
Tell your partner and one or two trusted people, not your whole circle
Once the announcement is agreed, you can speak. Use the same neutral line every time. People remember consistency. They also remember bitterness.
Within a week or two of the agreed announcement, start calling the people who matter. Former bosses, chairs, trusted peers and two or three search consultants you know. Keep the message forward-looking:
“I have finished up at the company. I am taking a few weeks to plan the next step, and I would value 20 minutes of your view on the market.”
Starting your next move
You do not need a plan in 48 hours. You need a pause, then a structure.
A simple first fortnight:
Days 1 and 2. Advice, documents, no decisions under pressure.
Days 3 to 7. Negotiate terms, ideally with your lawyer. Agree the story and the reference.
Week 2. Rest. Write down what you achieved in the role while it is fresh.
Week 3 onwards. Update your resume and LinkedIn, then start conversations.
Recording your achievements early is underrated. In a month you will lose the detail.
How search consultants see it
When I worked in executive search, I met many strong leaders who had been asked to leave. It rarely counted against them on its own. What counted was how they handled it.
The candidates I could put forward quickly had a calm, consistent story. Their referees backed it up. They did not criticise the old employer. The ones who struggled were often still angry, or their story shifted each time I heard it. Clients notice that fast.
Senior people are moved on for many reasons. A new CEO, new owners, a change in strategy. The market knows this. Your job is to make sure the exit does not become the headline of your career.
Looking after yourself
This is a hard week. Sleep, move and eat properly. Lean on the people you trust. Hold off on big financial decisions until you have advice. Feeling rattled is a normal response.
A quick self-check
Have I avoided signing anything?
Have I booked time with an employment lawyer?
Do I have the offer and key terms in writing?
Have I started agreeing the story and the reference?
Have I stayed quiet on LinkedIn?
If any answer is no, that is your priority today.
Your next step
Book a call with an employment lawyer today and gather your contract and incentive documents before it. Then write down your top ten achievements in the role while they are fresh.
If you want help with what comes after the exit, my executive career transition support helps senior leaders shape a clear story and land the right next role.
If you have just been asked to resign and want a calm second view, book a complimentary Clarity Session.
