You can resign while absent from work due to sickness. The important issues are the notice period, pay during notice, accrued leave, medical contact arrangements and whether a health-related employment route should be considered before resignation.
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Resignation does not end the need to check pay
Pay during notice can depend on contractual terms, statutory rules and the length of notice. Do not assume that normal pay, occupational sick pay or statutory sick pay will continue unchanged.
Ask payroll or HR for a written explanation based on your dates and contract.
Consider the alternatives first
Where health is the reason for leaving, check whether reasonable adjustments, a phased return, redeployment, a career break or an ill-health retirement process may be relevant.
Resigning can affect access to employer-led processes, so obtain the information before acting where possible.
Keep contact practical
Agree how you will receive documents, return equipment and respond to essential questions. You should not have to manage an open-ended stream of work messages while unwell.
Ask for one contact point and written communication where that supports your health.
Civil Service departments use different contracts, policies and approval routes. Check your own contract, intranet guidance, scheme documents and any letter you have received before acting.
Members can unlock the sickness-resignation decision framework, notice-pay questions, model wording, contact boundaries and the checks to complete before giving up adjustment, redeployment or pension options.
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