Contains issues that may form the basis of a jurisdictional issue
A forced resignation is when an employee has no real choice but to resign.
The employer must take action with the intent to bring the relationship to an end or that has that probable result.
The line distinguishing conduct that leaves an employee no real choice but to resign, from an employee resigning at their own initiative is a narrow one. The line, however, must be 'closely drawn and rigorously observed'.
A forced resignation can also be referred to as constructive dismissal.
An employer is generally able to treat a clear and unambiguous resignation as a resignation.
Where a resignation is given in the heat of the moment or under extreme pressure, special circumstances may arise. In special circumstances an employer may be required to allow a reasonable period of time to pass. The employer may have a duty to confirm the intention to resign if, during that time, they are put on notice that the resignation was not intended.
 Mohazab v Dick Smith Electronics Pty Ltd (No 2)  IRCA 645 (29 November 1995), [(1995) 62 IR 200 at p. 206].
 Doumit v ABB Engineering Construction Pty Ltd, Print N6999 (AIRCFB, Munro J, Duncan DP, Merriman C, 9 December 1996).
 Ngo v Link Printing Pty Ltd, Print R7005 (AIRCFB, McIntyre VP, Marsh SDP, Harrison C, 7 July 1999) at para. 12, [(1999) 94 IR 375]; citing Minato v Palmer Corporation Ltd  IRCA 315 (30 June 1995), [(1995) 63 IR 357 at pp. 361‒362]; citing Sovereign House Security Services Ltd v Savage  IRLR 115, 116 (May LJ).
 Ngo v Link Printing Pty Ltd Print R7005 (AIRCFB, McIntyre VP, Marsh SDP, Harrison C, 7 July 1999) at para. 12, [(1999) 94 IR 375]; citing Kwik-Fit (GB) Ltd v Lineham  UKEAT 250_91_2410 (24 October 1991), [ ICR 183 at p. 191].