Before you resign, quantify the number that matters most is what your household spends to stay stable. Use the last 3 to 6 months of bank and card statements to separate essentials (housing, groceries, utilities, school costs, medicines, insurance premiums, EMIS) from discretionary spends. This is not about perfection. It is about getting a defensible baseline so you can decide how long you can comfortably stay unemployed and what expenses you will cut immediately versus later.
Build a runway that matches your risk, not generic advice
Once you know your burn rate, build a cash runway in instruments that are genuinely liquid. A common planning approach is to hold several months of essential expenses in accessible cash or near-cash so you are not forced to sell long-term investments during a bad market or in a hurry. If your income is variable, or you are leaving due to burnout, health, or a toxic workplace, err on the side of a longer runway. If you have dependants, a single-income household, or a large EMI, treat this as non-negotiable.
Lock down health coverage and continuity
Resigning usually means losing employer group health cover, and medical costs are one of the fastest ways an “intentional break” becomes financial distress. Before your last working day, confirm the exact end date of coverage, whether there is any post-exit extension, and what it would cost to add a retail policy. If you already have an individual health policy, check renewal timelines and whether you want to enhance sum insured before income becomes uncertain. If you are moving from a group policy to an individual policy with the same insurer, understand the migration and continuity rules and the timelines involved. IRDAI’s portability and migration guidance is the correct place to anchor this planning, not informal advice from agents.
Map what you are entitled to on exit
Your resignation triggers administrative events that affect cash flow. Confirm your notice period, leave encashment rules, bonus or variable pay payout dates, and whether any retention or joining benefits have clawback clauses. If you are eligible for gratuity, the legal framework is the Payment of Gratuity Act, which provides for gratuity on resignation after at least five years of continuous service (with specific exceptions). You want clarity on eligibility and timelines before you submit notice, not after.
Plan how you will treat provident fund money
Many people assume provident fund is a backstop for unemployment, but you should treat it as a last resort because it is meant for long-term security. That said, it is useful to know what is permitted. EPFO’s rules and documentation allow an advance on unemployment up to a specified proportion of the balance, subject to the conditions laid out in the scheme, and EPFO publishes this in its materials. If you are covered under ESI, also check whether you qualify for unemployment relief under the Atal Beemit Vyakti Kalyan Yojana, which is designed to provide support to insured persons who become unemployed.
Do a worst-case drill before you resign
Finally, run a simple stress test: assume your job search takes longer than planned, a family medical expense hits, and one large annual payment (insurance renewal, school fee, rent escalation) lands during the break. If that scenario still works without high-interest borrowing, you are financially prepared. If it does not, adjust your exit date, cut recurring commitments, or build a larger runway first. Resigning without another offer can be a strong decision, but only if your finances are set up to buy you time.
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