Today's Labour Guide newsletter covered the issue of when a resignation is a valid resignation.

“The test for determining whether an employee resigned or not is that an employee has to, either by word or conduct, show a clear and unambiguous intention not to go on with his contract of employment in that he has to act in such a way as to lead a reasonable person to the conclusion that he did not intend to fulfill his part of the contract.”
I found the three examples used interesting, two cases of a verbal resignation, one where the court found that there was no resignation (i.e. unfair dismissal) and the other where the court found the employee had tendered their resignation. Then another case is used to demonstrate use of email to resign, and that there is no cooling off period for resignations.

Read the entire article on labour guide's website