An employee resigned in the heat of the moment and now wants to take it back. Must I let them?

The answer Just Ask, HR gives

Concise Charlie — Direct, no fluff — the bottom line first.

Bottom line: a clear resignation doesn't need your acceptance and can't be unilaterally withdrawn — but heat-of-the-moment resignations are the big exception, and holding someone to one is how employers turn a resignation into an unfair dismissal.

The law: notice of resignation, once clearly given, binds without acceptance. But tribunals recognise "special circumstances" — words spoken in anger, in the heat of conflict, or under emotional strain may not be a true resignation at all. The employer who seizes on them is treated as having dismissed.

Apply the test honestly to your facts — and yours has "heat of the moment" written all over it: a row immediately before, a one-line email, retraction at the first calm opportunity.

• Was it genuinely intended? A considered letter after reflection binds. Words flung during a row usually don't.
• How fast the retraction? A day or two — squarely within the cooling-off window tribunals expect employers to allow. A month later is different.
• What would a reasonable employer have understood? That's the standard you'll be judged by.

The safe play: meet them, establish what they actually intend, and if they want to stay — take them back, and deal with the underlying conflict (that row involved two people, and it's the real issue). If you refuse to allow the retraction on these facts, you're very likely effecting a dismissal: fine if they lack unfair-dismissal service and no discrimination angle exists, expensive if not — "wouldn't mind accepting" is not a fair reason for dismissal.

If, after a genuine conversation, they confirm the resignation calmly — confirm it in writing the same day, agree the notice arrangements, and it will bind.