Coddan CPM Company Director Resignation Service.

At Coddan CPM, we see one mistake repeatedly: directors are told that resigning is “just filing a TM01”. In reality, resigning as a company director is a legal event with lasting personal consequences if it is not handled correctly. Our Company Director Resignation Service is designed to ensure your resignation is not only processed quickly, but done properly, compliantly, and with full awareness of the risks that remain after you step down.

What Coddan CPM Actually Does for You.

Our service goes beyond basic form filing. We manage the entire director resignation process, ensuring accuracy, compliance, and clarity at every stage. This includes:

• Preparing a legally effective director resignation letter.
• Filing Form TM01 with Companies House.
• Ensuring the resignation date is recorded correctly.
• Updating the company’s statutory registers and board records.
• Confirming the company will still meet the minimum director requirement.
• Guiding you on post-resignation duties and exposure.

Most resignations are completed within 24–48 hours, with transparent pricing and no hidden steps.

Why Coddan CPM is Different From Standard Filing Services.

Resigning does not cancel personal guarantees for company borrowing. It does not remove liability for past breaches of duty, wrongful trading, or misconduct. If a company later becomes insolvent, your actions as a former director can still be reviewed for up to three years prior to insolvency.

Our service is built to flag these risks early—before you assume you are “out”.

Insolvency and High-Risk Resignations.

We regularly assist directors who are resigning from companies under financial pressure. This is where mistakes are most costly. Resigning in the face of insolvency does not shield you from scrutiny and can, in some cases, increase it.

Coddan CPM ensures resignations are handled in a way that aligns with director duties, insolvency risk management, and best practice—so you do not inadvertently worsen your position.

Sole Director Resignations: A Critical Compliance Check.

A UK private company must have at least one director at all times. If you are a sole director, your resignation cannot take effect unless a replacement is appointed. We verify this before filing, preventing companies from falling into technical breach or strike-off risk.

This is an area where low-cost, automated services frequently fail.

Contracts, Shares, and Restrictions After Resignation.

Coddan CPM also helps directors understand the contractual consequences of resigning. Service agreements often include post-termination restrictions that remain enforceable. If you are also a shareholder, resignation may trigger good leaver or bad leaver clauses, potentially forcing a share sale.

Once you resign, you lose access to company records and control—even if guarantees or historic liabilities remain. We make sure you resign with your eyes open, not after the fact.

Why Use Coddan CPM for Your Director Resignation.

Our director resignation service is designed for directors who want certainty, not just speed. We ensure your resignation is:

• Legally effective.
• Properly recorded at Companies House.
• Fully compliant with UK company law.
• Considered in the context of your personal risk.

If your situation involves disputes, insolvency risk, or complex agreements, we strongly recommend addressing these before resignation. Coddan CPM provides the structure and expertise to help you exit correctly and confidently.

Legal Requirements to Resign as a Company Director (UK).

Resigning as a company director in the UK is legally straightforward in principle, but mistakes in process, timing, or documentation can leave former directors exposed to ongoing liability. Based on the Companies Act 2006 and established governance practice, the following legal requirements must be met to ensure a valid and effective resignation.

1. You Must Give Valid Notice to the Company.

Under the Companies Act 2006 and standard Model Articles, a director resigns by giving notice to the company. There is no prescribed statutory format, but best practice—and often a contractual requirement—is to resign in writing.

The resignation takes effect either:

• On the date stated in the notice, or
• On the date the company receives the notice if no date is specified.

The key legal point is simple but critical: the company must receive notice. Until that happens, you remain a director in law.

Resignations cannot be backdated. Any attempt to retrospectively resign is legally invalid and will not protect you from liability.

2. The Company Must File Form TM01 With Companies House.

Once you resign, the company has a statutory duty to notify Companies House by filing Form TM01 within 14 days. This removes your name from the public register.

Importantly:

• The legal obligation sits with the company, not the resigning director.
• Until TM01 is filed, you may continue to appear publicly as a director.

If the company refuses or fails to file TM01, you can submit evidence of your resignation directly to Companies House to protect yourself from ongoing exposure.

3. Minimum Director Requirements Must Still Be Met.

UK company law requires:

• Private limited companies to have at least one director.
• Public limited companies (PLCs) to have at least two directors.

If your resignation would leave the company without the required minimum number of directors, a replacement must be appointed before your resignation takes effect. This is especially critical for sole directors, where an unmanaged resignation can immediately place the company in breach of the Companies Act 2006.

4. The Articles of Association Must Be Followed.

A company’s Articles of Association are legally binding and may regulate how a director resigns. While Articles cannot force a director to remain in office, they may impose procedural requirements such as:

• Written notice provisions.
• Delivery methods.
• Timing rules.

Failing to follow the Articles can delay or complicate an otherwise valid resignation.

5. Statutory Registers Must Be Updated.

In addition to Companies House filings, the company must update its internal records, including:

• The Register of Directors.
• The Register of Directors’ Residential Addresses.

If the resigning director was also a Person with Significant Control (PSC), the PSC register must be updated within 14 days, followed by a further filing at Companies House.

6. Resignation Does Not Remove Past Duties or Liabilities.

This is the most misunderstood area of director resignations. Resigning does not remove liability for:

• Breaches of director duties committed while in office.
• Negligence, fraud, or wrongful trading.
• Decisions made during your tenure.

In insolvency scenarios, a former director’s conduct can be reviewed by liquidators for up to three years prior to insolvency. Resigning during financial distress does not provide automatic protection.

7. Certain Fiduciary Duties Continue After Resignation.

While most statutory duties end on resignation, some fiduciary obligations continue, particularly:

The duty to avoid conflicts of interest relating to information, property, or opportunities identified while you were a director. This ongoing duty is frequently overlooked and can create exposure long after resignation.

8. Personal Guarantees Remain in Force.

Any personal guarantees you signed for company loans, leases, or credit facilities remain legally binding after resignation unless formally released by the lender. Resignation alone has no effect on these obligations.

9. Director, Employee, and Shareholder Roles Must Be Treated Separately.

Many directors hold multiple legal roles simultaneously:

• Director (company officer).
• Employee (under a service or employment contract).
• Shareholder (company owner).

Resigning as a director does not:

• Terminate employment.
• Cancel a service agreement.
• Trigger or resolve share transfers.

Each role must be addressed independently to avoid contractual or financial consequences.

10. Practical and Procedural Issues Commonly Missed.

In practice, directors should also consider:

• Removal from bank mandates to avoid operational disruption.
• Access to company systems and data.
• Recording the resignation in board minutes (best practice).
• Returning company property.

These are not always statutory requirements but are critical to a clean and defensible exit.

Identity Verification (From Late 2025).

From 18 November 2025, Companies House is introducing mandatory identity verification for directors as part of the safer business environment reforms. While this primarily affects new appointments, any replacement director appointed to facilitate your resignation must be compliant.

Why Specialist Support Matters.

Most general guidance focuses narrowly on procedural steps like filing TM01, while overlooking ongoing liabilities, insolvency risk, and intertwined legal roles. In reality, resigning as a director is often less about the act of resignation and more about managing what follows.

Directors should document everything, comply strictly with statutory and constitutional requirements, and seek specialist advice where risk, disputes, or financial distress are involved.

Company Director Resignation Service – Coddan CPM.

At Coddan CPM, we manage company director resignations properly, not just administratively. While resigning as a director may appear straightforward, errors in notice, timing, filings, or compliance regularly leave former directors exposed to ongoing legal and financial risk. Our director resignation service is designed to ensure your resignation is legally effective, correctly recorded, and defensible.

We act as an experienced company secretarial partner, handling both the statutory requirements and the practical risks that generic resignation services routinely overlook.

What Coddan CPM Does for You.

When you instruct Coddan CPM to manage a director resignation, we take responsibility for the entire compliance process, including:

• Preparing or reviewing the formal resignation notice to ensure it is legally valid.
• Confirming the effective resignation date under the Companies Act 2006.
• Filing Form TM01 with Companies House within the statutory 14-day deadline.
• Updating the company’s statutory registers (directors and residential addresses).
• Ensuring the resignation is properly recorded for audit and governance purposes.

Our role is to make sure your resignation is not just submitted, but correctly executed.

Ensuring Compliance With Director Resignation Law.

UK law requires that a director resigns by giving notice to the company. There is no prescribed format, but the notice must be received by the company to take effect. Resignations cannot be backdated, and errors here can invalidate the process entirely.

Coddan CPM ensures:

• The resignation complies with the Companies Act 2006.
• The company’s Articles of Association are followed.
• The resignation date is legally defensible if challenged later.

This is particularly important in disputes, shareholder conflicts, or insolvency scenarios.

TM01 Filing and Public Record Protection.

Although the legal duty to file TM01 sits with the company, failure to do so leaves former directors publicly listed and potentially exposed. Coddan CPM ensures the filing is completed accurately and on time, removing your name from the public register and protecting you from continued association with company actions after resignation.

Where there is concern the company may not cooperate, we advise on escalation options to protect your position.

Sole Director and Minimum Director Requirements.

A private company must have at least one director at all times. If you are a sole director, resigning without a replacement puts the company in breach of the Companies Act 2006 and creates immediate risk.

Coddan CPM:

• Identifies minimum director issues before resignation.
• Coordinates the appointment of a replacement director where required.
• Ensures your resignation only takes effect once the company remains compliant.

This is a common failure point with low-cost resignation services.

What Most Resignation Services Don’t Tell You (But We Do).

Resigning as a director does not remove liability for past conduct. At Coddan CPM, we flag the risks that are routinely missed, including:

• Ongoing liability for breaches of duty committed while you were a director.
• Insolvency scrutiny, including wrongful trading exposure for up to three years.
• Personal guarantees that remain legally binding after resignation.
• Continuing fiduciary duties, such as conflicts of interest.

We do not provide legal advice, but we ensure you understand where risk remains and when specialist advice is essential.

Director, Employee, and Shareholder Roles Treated Separately.

Many resigning directors are also employees or shareholders. Resigning as a director does not automatically:

• Terminate employment.
• Cancel service agreements.
• Resolve shareholding obligations.

Coddan CPM highlights these distinctions so your resignation does not trigger unintended contractual or financial consequences.

Why Use Coddan CPM?

Unlike generic online providers that simply file TM01, Coddan CPM delivers a compliance-led resignation service designed to withstand scrutiny. Our focus is accuracy, governance, and risk management—not just speed.

Our clients use us because:

• Mistakes in director resignations are expensive.
• Liability often survives resignation.
• Compliance failures surface later, when they are hardest to fix.

We ensure the resignation is done once, correctly, and with clarity.

Crucial Legal and Financial Implications of Resigning as a Company Director.

At Coddan CPM, we regularly see directors assume that resignation brings an immediate and complete end to responsibility. In practice, resigning as a company director ends future involvement, not past accountability. Understanding the legal and financial implications before you resign is essential to protecting yourself.

Our resignation service is designed to address these risks upfront—before mistakes become expensive.

You Remain Liable for Past Actions After Resignation.

Resigning as a director does not wipe the slate clean. You can still be held personally liable for decisions, omissions, and breaches of duty that occurred during your tenure. This includes breaches of the Companies Act 2006, failure to challenge improper conduct, misrepresentation, negligence, or fraud.

Claims against former directors often arise years after resignation, particularly where a company later enters insolvency. Coddan CPM ensures resigning directors understand this exposure and document their exit properly to avoid unnecessary future risk.

Wrongful Trading Risk Does Not End When You Leave.

If the company was insolvent—or close to insolvency—at the time of your resignation, stepping down does not automatically protect you. Courts and insolvency practitioners assess whether directors took reasonable steps to minimise losses to creditors.

Resigning instead of acting responsibly can be viewed negatively. At Coddan CPM, we regularly flag insolvency-related risk before resignation, as this is one of the most misunderstood and dangerous areas for outgoing directors.

Personal Guarantees Survive Director Resignation.

One of the most serious financial risks we see overlooked is personal guarantees. Any guarantees you signed for bank lending, leases, or supplier credit remain fully enforceable after resignation.

Resignation has no legal effect on these obligations. You remain personally liable until the debt is repaid or the lender issues a formal release, which is uncommon. Coddan CPM highlights this risk clearly so resigning directors are not left exposed without understanding their true financial position.

HMRC and Regulatory Exposure Can Continue.

Former directors can remain personally exposed to HMRC enforcement where misconduct occurred during their time in office. This includes PAYE or VAT fraud, deliberate tax evasion, and certain compliance failures.

Resignation does not shield you from investigation if the underlying conduct occurred while you were a director. This is why accurate resignation timing, documentation, and compliance records matter.

Director Disqualification Risk Persists.

Under the Company Directors Disqualification Act 1986, directors can be disqualified for up to 15 years based on conduct prior to resignation. Resigning does not prevent investigation, and most disqualification proceedings arise after insolvency, not before.

Coddan CPM ensures resignations are handled cleanly and defensibly, reducing avoidable scrutiny where possible.

Companies House Records Must Be Accurate to Protect You.

Until your resignation is properly filed at Companies House using Form TM01, you may still appear as an active director. Third parties rely on this public record, and errors here can wrongly associate you with decisions made after you leave.

Coddan CPM ensures filings are completed correctly and on time, and we advise on protective steps if the company fails to act.

Ongoing Confidentiality and Fiduciary Duties.

Certain duties survive resignation, including confidentiality obligations and the proper use of company information or opportunities you became aware of while in office. Contractual restrictions—such as non-compete or non-solicitation clauses—may also continue to apply.

Breaching these obligations can result in civil claims long after resignation. Our role is to ensure directors do not resign blindly.

Employment, Shareholding, and Income Are Separate Legal Roles.

Many directors are also employees or shareholders. Resigning as a director does not automatically terminate employment, force a share sale, or end dividend rights. Each role carries separate legal and financial consequences.

Coddan CPM highlights these distinctions clearly, as confusion here is a common cause of post-resignation disputes.

The Coddan CPM Approach: Compliance First, Not Just Filing.

Most resignation services focus narrowly on filing TM01. At Coddan CPM, we treat director resignation as a risk-managed compliance event, not a box-ticking exercise.

We ensure:

• Your resignation is legally valid.
• The public record is accurate.
• Minimum director requirements are met.
• You understand what liabilities end—and which do not.

Resigning ends future responsibility, not past accountability. Our role is to make sure you step down with clarity, compliance, and protection.

Sole Company Directorships in 2026: Legal Design, Risks, and How to Get It Right.

Designing or operating a sole director company in 2026 offers simplicity, speed, and total control—but it also introduces significant legal, operational, and personal risk if not structured correctly. At Coddan CPM, we regularly see problems arise not from the concept of sole directorship itself, but from poor constitutional design and overlooked compliance issues.

Below are the key risks every sole director must address—and how they should be mitigated.

1. Legal Validity of Decisions: The Quorum Problem.

The most serious risk facing sole director companies is whether decisions are legally valid.

Under the default Model Articles of Association, the minimum quorum for a board meeting is two directors. This creates a well-known legal trap. While some court decisions have permitted sole directors to act, others have invalidated decisions where the articles implied the need for more than one director.

If your articles are silent or ambiguous, contracts, loans, and strategic decisions may later be challenged—particularly in insolvency scenarios.

Best-practice solution:
Your articles of association must explicitly state that a sole director may form a quorum and exercise all board powers alone. Coddan CPM routinely amends or replaces default articles to remove this risk entirely.

2. Business Continuity and Succession Risk.

A sole director structure creates a single point of failure. If the director dies or becomes incapacitated, the company may be unable to:

• Access bank accounts.
• Pay staff or suppliers.
• Enter contracts.
• Appoint a replacement director.

Where the sole director is also the sole shareholder, their shares pass to a personal representative who may lack authority to appoint a new director without court involvement.

Best-practice solution:
The articles should allow personal representatives to appoint a director immediately on death. In addition, a business-specific Lasting Power of Attorney (LPA) should be considered to protect continuity during incapacity.

3. Lack of Oversight and Increased Scrutiny.

Sole directors operate without internal checks and balances. While lawful, this structure attracts greater scrutiny when things go wrong.

Conflicts of interest are harder to manage because there are no other directors to authorise them. Decision-making is also more vulnerable to challenge if it appears informal or poorly documented.

Best-practice solution:
Sole directors should maintain robust written records of all key decisions, demonstrating that statutory duties were considered—particularly creditor, employee, and long-term company interests. This documentation is critical in defending later claims.

4. External Credibility with Banks and Third Parties.

Banks, lenders, landlords, and institutional partners often view sole director companies as higher risk. It is increasingly common for lenders to require:

• Confirmation that the sole director has valid authority.
• Certified articles of association.
• Legal opinions before granting finance or registering charges.

Best-practice solution:
Ensure your constitutional documents clearly support sole-director authority and be prepared to provide certified copies. Coddan CPM regularly supports directors in satisfying lender and investor due diligence requirements.

5. Heightened Personal Liability Exposure.

While limited companies remain separate legal entities, sole directors face greater personal exposure, particularly where governance is weak.

Ratifying breaches of duty as both sole director and sole shareholder is legally complex, and courts may refuse to recognise self-approval of misconduct. Insolvency practitioners and regulators scrutinise sole-director conduct closely.

Best-practice solution:
Comprehensive Directors’ & Officers’ (D&O) insurance is essential. It should be reviewed regularly to ensure adequate cover for legal defence costs, regulatory investigations, and claims brought by creditors or liquidators.

Getting a Sole Director Structure Right in 2026.

A sole directorship is not inherently risky—but a poorly designed one is. Most problems arise from:

• Default Model Articles.
• Lack of succession planning.
• Inadequate documentation.
• Misunderstanding of personal exposure.

Coddan CPM helps directors implement legally robust sole-director structures that stand up to scrutiny from lenders, regulators, and insolvency practitioners.

Contractual Obligations with Personal Consequences When a Director Resigns.

Resigning as a company director is often assumed to be a clean break. In reality, many of the most serious personal risks arise from contracts, not company law. At Coddan CPM, we regularly advise directors who have resigned correctly—only to discover that personal liabilities continue long after their name is removed from Companies House.

Understanding these obligations before you resign is critical.

1. Personal Guarantees Do Not End When You Resign.

Personal guarantees are the single biggest financial risk for resigning directors. If you personally guaranteed company obligations—common in SMEs—you remain liable for:

• Bank loans and overdrafts.
• Asset finance and hire purchase agreements.
• Commercial property leases.
• Supplier and trade credit facilities.

Key point:
Resigning as a director does not cancel a personal guarantee. Liability continues until:

• The debt is fully repaid, or
• The lender formally releases you in writing (which is rare).

This means you can remain personally exposed without any control over the business. Coddan CPM routinely flags this risk and advises on mitigation before resignation.

2. Director Service Agreements Can Bind You After You Leave.

If you signed a Director’s Service Agreement, it will almost always contain obligations that survive resignation, including:

• Notice periods.
• Bonus or incentive clawbacks.
• Confidentiality obligations.
• Post-termination restrictions.

Failing to comply can result in personal breach of contract claims, even if your resignation itself was valid.

3. Restrictive Covenants Can Limit Your Next Move.

Restrictive covenants are commonly found in:

• Director service agreements.
• Shareholders’ agreements.



These may include:

• Non-compete clauses.
• Non-solicitation of clients or staff.
• Non-dealing provisions.



Courts will enforce these if they are reasonable in scope, geography, and duration, and designed to protect legitimate business interests. Breach can lead to injunctions and damages.

4. Confidentiality Obligations Almost Always Continue.

Confidentiality clauses:

• Nearly always survive resignation.
• Often apply indefinitely to trade secrets.



Using or disclosing confidential information after resigning can result in:

• Court injunctions.
• Damages claims.
• An account of profits.



This applies even if the information was learned years earlier while you were a director.

5. Shareholder Agreements Can Trigger Forced Share Sales.

If you are also a shareholder, resignation may activate provisions such as:

• Compulsory share transfers.
• Discounted valuation mechanisms.
• “Good leaver” / “bad leaver” clauses.



In some cases, directors are forced to sell shares below market value, creating significant personal financial loss. This is frequently overlooked by directors who focus only on the TM01 filing.

6. Indemnities and Warranties Can Crystallise Later.

You may have given:

• Personal warranties (for example, accuracy of financial information).
• Indemnities to the company or third parties.



These obligations:

• Survive resignation.
• May only crystallise years later, particularly on a sale, dispute, or insolvency.



Resignation does not extinguish these risks.

7. Settlement and Exit Agreements Are Legally Binding.

Where resignation forms part of a negotiated exit:

• All settlement terms remain enforceable.
• Breach can trigger repayment obligations or litigation.



This includes repayment of severance, deferred consideration, or share-related payments.

8. Bank Mandates and Authority Must Be Revoked.

Failing to formally remove yourself from:

• Bank mandates.
• Payment approval systems.
• Authorised signatory roles.



Can expose you to:

• Allegations of involvement after resignation.
• Regulatory or reputational risk.



Coddan CPM ensures resignation processes include practical authority clean-up, not just Companies House filings.

9. Insurance Protection Has Conditions.

Directors’ & Officers’ (D&O) insurance:

• Covers acts committed while you were a director.
• Often requires prompt notification of claims or circumstances.



Failure to comply with policy conditions can invalidate personal protection, even for historic decisions.

The Critical Takeaway for Resigning Directors.

Only contracts you signed personally can follow you after resignation—but those obligations can be financially devastating if misunderstood.

Before resigning, you should:

• Identify every document bearing your personal signature.
• Check for survival and post-termination clauses.
• Understand personal guarantee exposure.
• Ensure Companies House records are updated correctly.
• Take advice where insolvency, disputes, or shareholdings are involved.



How Coddan CPM Protects You When You Resign.

Coddan CPM’s resignation service goes beyond filing Form TM01. We help directors:

• Resign correctly and evidentially.
• Avoid ongoing public liability exposure.
• Identify overlooked contractual risks.
• Ensure compliance with Companies House and governance requirements.



Resigning ends future responsibility, not past or contractual accountability. Getting it wrong is expensive. Getting it right starts with understanding the risks before you step down.

Resigning as a Sole UK Company Director in 2026: Critical Legal Risks You Must Address.

Resigning as the sole director of a UK limited company in 2026 is legally possible—but it is not risk-free. While no individual can be forced to remain a director indefinitely, stepping down without proper planning can expose you to statutory breaches, personal financial liability, and long-term legal risk.

At Coddan CPM, we regularly assist sole directors who underestimate how complex and exposed this position can be. Below are the key legal issues you must understand before resigning.

1. Statutory Compliance Risks for Sole Directors.

Minimum Director Requirement (Companies Act 2006):

• Under sections 154 and 155 of the Companies Act 2006, every private limited company must have at least one active director at all times.
• If you resign as the sole director without appointing a replacement, the company immediately falls into statutory breach.



Companies House Enforcement. Where a company is left without a director:

• Companies House may issue a formal notice requiring a new appointment.
• Failure to comply can result in strike-off proceedings.
• Bona Vacantia (Loss of Company Assets).



If the company is struck off:

• All remaining assets automatically pass to the Crown under Bona Vacantia.
• Bank balances, property, and intellectual property may be lost permanently.



Coddan CPM ensures sole-director resignations are structured to avoid invalid resignations and catastrophic asset loss.

2. Ongoing Personal Liability After Resignation.

Personal Guarantees Do Not End

Resigning as a director does not cancel personal guarantees you may have signed for:

• Bank loans and overdrafts.
• Commercial leases.
• Asset finance or supplier credit.



If the company defaults after your resignation, you can still be pursued personally, even though you no longer control the business.

Investigations into Past Conduct.

Former directors can be investigated for years after resignation. This includes:

• Wrongful trading.
• Fraudulent trading.
• Misfeasance or breach of duty.



Liquidators and the Insolvency Service focus on what happened while you were in office, not whether you resigned later.

De Facto or Shadow Director Risk.

If you continue to influence company decisions after resigning—informally or “to help out”—you may still be treated as a de facto or shadow director, with full legal liability restored. Coddan CPM advises on clean, defensible exits that genuinely end your role.

3. Contractual and Fiduciary Duties That Continue.

Notice Periods and Articles of Association.

Before resigning, you must review:

• The Articles of Association.
• Any director service or employment contract.
• Some Articles restrict how or when a sole director may resign, particularly if no successor is in place.

Continuing Fiduciary Duties.

Certain fiduciary duties survive resignation, including:

• The duty to avoid conflicts of interest.
• Restrictions on exploiting business opportunities you became aware of as a director.
• Restrictive Covenants.



Post-termination restrictions—such as non-compete or non-solicitation clauses—are commonly enforceable and can limit your next business move.

4. Mandatory Administrative Steps.

A sole-director resignation must be executed correctly to be legally effective:

• Form TM01 must be filed with Companies House within 14 days.
• The Register of Directors must be updated immediately.



If you were also a PSC, the PSC register may require updates. Your name should be removed from bank mandates and financial authorities to avoid ongoing exposure. Failure to complete these steps properly can leave you publicly listed as a director, even after you believe you have resigned.

How Coddan CPM Protects Sole Directors When Resigning.

Coddan CPM’s director resignation service is specifically designed to handle high-risk sole-director resignations, not just administrative filings. We help you:

• Resign in a way that is legally valid and defensible.
• Avoid leaving the company in statutory breach.
• Reduce exposure to personal liability and investigations.
• Ensure Companies House records are accurate and timely.
• Address overlooked risks such as guarantees, contracts, and authority removal.



Key Takeaway:
Resigning as a sole director ends future involvement, not past accountability. Done incorrectly, it can trigger company strike-off, asset forfeiture, and personal financial exposure. If you are the sole director and considering resignation, professional handling is not optional—it is essential.

Resigning as a UK Company Director: Legal Duties, Ongoing Liabilities, and Compliance Risks (2026 Guide).

This guide provides a clear, practical, and legally accurate explanation of what resignation actually means in 2026, the risks directors frequently underestimate, and how to resign properly and defensibly under UK law.

This guidance reflects current UK company law, insolvency practice, and Companies House procedures and is written from the perspective of real-world director resignations, disputes, and post-exit investigations.

Who This Guide Is For. This page is essential reading if you are:

• A sole director or one of a small number of directors.
• A director considering resignation due to risk, dispute, insolvency, or exit.
• A director who has personal guarantees in place.
• A shareholder-director subject to leaver provisions.

An adviser supporting directors through resignation. This is YMYL (Your Money or Your Life) content. Errors or assumptions at this stage can result in personal financial loss, disqualification, or litigation years after resignation.

1. What Director Resignation Legally Does — and Does Not — Do.

What resignation does.

• Ends your authority to act as a director from the effective date.
• Removes you from future decision-making.
• Ends future statutory duties.

What resignation does not do.

• It does not cancel personal guarantees.
• It does not protect you from insolvency investigations.
• It does not extinguish contractual obligations.
• It does not remove liability for past misconduct.
• It does not prevent director disqualification.

Key principle:
Resignation ends future power — not past responsibility.

2. Statutory Compliance Risks When a Director Resigns Minimum director requirement (Companies Act 2006).

Every UK private limited company must have at least one director at all times. If you resign as a sole director without appointing a replacement:

• The company immediately breaches sections 154 and 155.
• Companies House may issue a compliance notice.
• Continued breach can result in strike-off.

Strike-off and Bona Vacantia. If a company is struck off:

• Bank accounts are frozen.
• Contracts terminate.
• Remaining assets pass to the Crown under Bona Vacantia.
• Former directors may face investigation into how this occurred.

Resignation that leaves a company unmanaged is not neutral — it actively increases regulatory risk.

3. Ongoing Personal Liability After Resignation.

Liability for past breaches of directors’ duties. You remain personally liable for breaches committed while in office, including:

• Failure to act in the company’s best interests.
• Conflicts of interest.
• Lack of reasonable care, skill, and diligence.
• Misuse of company assets.
• Approval of misleading accounts or statements.

Claims may be brought years later, particularly after insolvency.

4. Insolvency “Look-Back” Risk (One of the Most Serious Exposures).

If the company becomes insolvent after your resignation, an insolvency practitioner will examine your conduct before you left. Potential claims include:

• Wrongful trading — allowing the company to trade when insolvency was unavoidable.
• Misfeasance — misuse of company funds or breach of duty.
• Preferences or transactions at undervalue.

Resigning shortly before insolvency does not protect you and may worsen scrutiny if no corrective action was taken.

5. Personal Guarantees: The Most Common Financial Trap.

If you signed personal guarantees for:

• Bank loans or overdrafts.
• Asset finance or HP agreements.
• Commercial property leases.
• Trade credit facilities.

You remain personally liable after resignation.

Important points:

1. Resignation does not cancel a guarantee.
2. Liability continues until:
   • The debt is repaid, or
   • The creditor issues a formal written release.
3. You may still be pursued even if you no longer control the company.

This is one of the leading causes of personal bankruptcy among former directors.

6. Contractual Obligations That Survive Resignation.

Director service agreements. These commonly include:

• Notice periods.
• Garden leave provisions.
• Bonus clawbacks.
• Confidentiality obligations.
• Post-termination restrictions.

Failure to comply can result in personal breach of contract claims.

Restrictive covenants. Enforceable if reasonable in scope and duration:

• Non-compete clauses.
• Non-solicitation of clients or staff.
• Non-dealing provisions.

Courts regularly enforce these against former directors.

7. Shareholder Implications (“Leaver” Provisions).

If you are also a shareholder, resignation may trigger:

• Forced share transfers.
• Discounted valuations.
• “Good leaver” / “bad leaver” classifications.
• Loss of unvested shares or options.

These provisions can have significant financial consequences and should be reviewed before resigning.

8. Continuing Fiduciary Duties After Resignation.

Certain duties continue even after you step down, including:

• Confidentiality (often perpetual).
• Not exploiting opportunities learned while in office.
• Not misusing company information.
• Not accepting benefits connected to past actions.

Former directors are increasingly challenged for post-resignation misuse of knowledge.

9. HMRC, Regulatory, and Disqualification Risk.

HMRC enforcement. HMRC can pursue former directors for:

• PAYE or VAT fraud.
• Deliberate tax evasion.
• Penalties linked to misconduct.

Resignation does not block enforcement. Director disqualification Under the Company Directors Disqualification Act 1986:

• Former directors can be investigated.
• Disqualification can last 2 to 15 years.
• Conduct before resignation is decisive.

10. Administrative Errors That Create Ongoing Risk.

• Companies House filing (Form TM01).
• Must be filed within 14 days.
• If not filed, you may still appear as an active director.
• Third parties may rely on public records.
• Internal records and mandates.

Before resigning, ensure:

• Statutory registers are updated.
• Bank mandates are revoked.
• Signing authority is formally removed.

Failure to do this can expose you to reputational and legal risk.

How to Reduce Risk Before You Resign.

Before stepping down, prudent directors should:

• Document concerns and dissent.
• Ensure accounts and records are accurate.
• Assess insolvency risk early.
• Identify all personal guarantees.
• Confirm Companies House filing.
• Retain written evidence of resignation.
• Obtain professional advice where risk exists.

Final Takeaway
Resigning as a company director is not merely an administrative step. It is a legal transition point that can either limit or magnify personal exposure, depending on how it is handled.

• Handled correctly, resignation can protect you.
• Handled casually, it can leave you exposed for years.

About This Guidance
This page is written by UK company secretarial and director compliance specialists and reflects practical experience with director resignations, insolvency investigations, and post-resignation disputes. It is intended as general guidance and does not replace advice tailored to your specific circumstances.

Many directors assume that resigning ends their financial exposure. It does not. If you have signed a personal guarantee, resignation alone offers no protection whatsoever.

A personal guarantee is a separate legal contract you signed as an individual. It survives your resignation and remains enforceable until the debt is repaid or the lender formally releases you in writing.

Why Personal Guarantees Are So Dangerous for Resigning Directors.

If the company later defaults, creditors can pursue you personally, even if you no longer have any control over the business. This can include:

• Immediate repayment demands.
• Court action or bankruptcy proceedings.
• Claims against your personal assets.
• Enforcement years after you resigned.

If the company becomes insolvent, lenders often skip the company entirely and enforce the guarantee directly against former directors.

Resignation Does Not Reduce Guarantee Risk.

Your resignation date is usually irrelevant. Creditors only care about:

• Whether the guarantee exists.
• Whether the company has defaulted.
• Whether you were formally released.

If the guarantee is “joint and several,” you can be pursued for 100% of the debt, even if other directors also signed.

Can You Be Released From a Personal Guarantee?

Only with the creditor’s written consent. Possible (but not guaranteed) routes include:

• Refinancing without your guarantee.
• Replacement guarantees from other directors.
• Settlement or repayment of the debt.

Verbal assurances are meaningless. No written release = ongoing liability.

The Key Takeaway
For most resigning directors, personal guarantees are the single biggest personal financial risk. Resigning without addressing them can expose you to serious long-term consequences.

How We Help. Our director resignation service goes beyond filing forms. We help you:

• Identify all personal guarantees you’ve signed.
• Understand your ongoing exposure.
• Coordinate a compliant resignation process.
• Reduce the risk of future personal liability.

If you are planning to resign as a director, do not do it blindly. Get expert support before you step down. Speak to our team today for clear, practical guidance and peace of mind.

Resigning as a director can be straightforward—but only if you understand the post-termination restrictions UK that may continue to apply after you leave. At Coddan CPM, our specialist director resignation service helps you resign safely while protecting your future career and limiting legal risk.

What Are Post-Termination Restrictions UK?

Post-termination restrictions are contractual clauses that restrict what you can do after you resign as a director. They are common in:

• Director service agreements.
• Employment contracts.
• Shareholder agreements.
• Exit or settlement agreements.

These restrictions only apply if they are written into a contract and are reasonable, enforceable, and necessary to protect the company.

Common Post-Termination Restrictions UK (What We Review).

When you use Coddan CPM’s director resignation service, we check all contracts for these common restrictions:

1. Non-Compete Clauses.
   Prevent you from joining or starting a competing business for a set period.
2. Non-Solicitation Clauses.
   Prevent you from contacting or approaching former clients, customers, or suppliers.
3. Non-Dealing Clauses.
   Stop you from doing business with former clients even if they contact you.
4. Non-Poaching Clauses.
   Restrict you from recruiting former employees or encouraging staff to leave.
5. Confidentiality Clauses.
   Usually apply indefinitely and are strictly enforceable.

Are Post-Termination Restrictions UK Enforceable?

In the UK, post-termination restrictions are treated as a restraint of trade and are enforceable only if they meet a strict legal test:

• They protect a legitimate business interest.
• They are reasonable in duration and scope.
• They are clearly drafted and specific.

Coddan CPM assesses enforceability and helps you negotiate practical solutions where possible.

Why You Need a Director Resignation Service.

Breaching post-termination restrictions can result in:

• Court injunctions.
• Financial damages.
• Legal costs.
• Loss of exit benefits or shareholdings.

Our director resignation service ensures your resignation is legally compliant and reduces the risk of future disputes.

How Coddan CPM Supports You.

Coddan CPM’s director resignation service includes:

• Review of all director and shareholder agreements.
• Identification of post-termination restrictions UK.
• Practical advice on enforceability.
• Negotiation support to reduce or remove restrictions.
• Full guidance on resignation steps and Companies House filing.
• Written confirmation of actions taken.

Key Takeaway
Post-termination restrictions UK can limit your next career move after resignation. Coddan CPM’s director resignation service helps you manage these risks proactively, ensuring a clean and compliant exit. Contact Coddan CPM today to arrange your resignation review.

Resigning as a director does not automatically force you to sell your shares. Directorship and shareholding are separate legal roles, and UK company law does not, by itself, compel a shareholder to dispose of shares upon ceasing to be a director. What happens to your shares depends entirely on the company’s Articles of Association, any Shareholders’ Agreement, and related contractual arrangements.

At Coddan CPM, our director resignation service helps you understand and manage shareholding implications before you resign, so you avoid unintended loss or financial disadvantage.

1. Director Role vs Share Ownership — A Fundamental Distinction

Under UK company law, a director’s appointment and share ownership are legally distinct. Resigning as a director does not, in itself, cancel your ownership of shares or extinguish your rights as a shareholder. Unless the company’s constitutional documents or agreements expressly require it, you keep your shares and retain:

• Dividend rights.
• Voting rights.
• Capital value on sale or liquidation.

This distinction means many departing directors remain shareholders indefinitely if no disposal mechanism is triggered.

2. Shareholder Agreements — The Most Common Driver of Disposal

In private companies, the Shareholders’ Agreement is the primary document that governs share transfers and exits. It commonly includes leaver provisions that specify what happens when a shareholder (often also a director) leaves the business.

Compulsory Transfer Provisions.
A typical Shareholders’ Agreement may require a departing shareholder to sell their shares back to the company or to remaining shareholders if certain events occur, such as resignation as director. These provisions often aim to keep the shareholding structure stable and aligned with ongoing management.

3. Good Leaver / Bad Leaver Clauses

Most Shareholders’ Agreements distinguish between “good leaver” and “bad leaver” outcomes:

Good Leaver: Leaves for reasons accepted by the agreement (e.g., retirement, health), often entitled to fair market value for their shares.

Bad Leaver: Leaves under less favourable circumstances (e.g., voluntary resignation without notice, breach of contract, misconduct), and may be required to sell at discounted or nominal value.

These clauses are contractual and only enforceable if properly incorporated into the governing documents. Without them, there is no automatic obligation to sell on resignation.

4. Articles of Association and Compulsory Transfers

The Articles of Association are a company’s internal rulebook. They can contain provisions that:

• Restrict transfers to outsiders.
• Require board approval.

Set mechanisms for compulsory transfer on specified events, including resignation or cessation of office.

If the Articles include such a mechanism, it is legally binding on shareholders just as much as a shareholder agreement — even if the shareholder forgot it existed.

5. Share Valuation Methods

If a share disposal is required, the governing documents normally specify how shares are valued. Common approaches include:

• Fair Market Value: Based on independent valuation or valuation formula.
• Formula Valuation: Uses predetermined metrics (e.g., earnings multiples).
• Discounted Value: Often applies to bad leavers.

The valuation method and process can be a major financial determinant and a frequent source of dispute.

6. Timing and Terms of Payment

Even where disposal is required, it does not guarantee immediate cash in hand. Agreements frequently allow:

• Deferred payment schedules.
• Instalment terms.
• Payment linked to company cash flow.

These terms create credit risk for the resigning director and should be carefully reviewed prior to exit.

7. Tax Considerations (Overview)

Share disposal can trigger Capital Gains Tax (CGT) liabilities. In the UK, qualifying for Business Asset Disposal Relief (BADR) — which currently offers a preferential rate — typically requires you to remain a shareholder and often an employee or director up to the point of sale. Timing your resignation and share disposal can therefore have significant tax consequences.

Tax rules are complex and change periodically, so professional tax advice is advisable.

8. Shares as Security and Transfer Restrictions

In some cases, shares are:

• Charged as security for personal or corporate borrowings.
• Subject to investment agreements or pre-emption rights.

These conditions can limit your ability to transfer or dispose of shares until obligations are fully discharged or other contractual conditions are met.

9. What If the Company Refuses to Buy?

If contractual mechanisms require share disposal but:

• No willing buyer exists, or
• There is a valuation dispute.

This can lead to:

• Shareholder deadlock.
• Court involvement under unfair prejudice provisions (Companies Act 2006, s.994).
• Forced negotiations or alternative remedies.
• Courts have upheld compulsory transfer provisions when properly drafted and applied.
• Common Misconceptions (Dangerous to Act On).

It is frequently assumed that:

• “I resigned, so my shares are cancelled”.
• “They can take my shares without paying for them”.
• “Director shares are treated differently from other shares”.

All of these are incorrect without specific contractual authority to do so.

Key Takeaways for Directors
Resigning as a director does not itself affect your share ownership.

Whether you must sell shares depends on contractual provisions in the Articles or Shareholders’ Agreement. Good leaver / bad leaver clauses can substantially affect value and terms. Valuation, payment timing, tax, and security interests all matter and should be reviewed before resignation.

How Coddan CPM’s Director Resignation Service Helps

Coddan CPM’s director resignation service provides:

• Detailed review of Articles and Shareholders’ Agreements.
• Identification of share disposal triggers and valuation methods.
• Practical guidance on negotiation and timing.
• Integration of resignation process with shareholding transition.
• Support on tax and financial planning considerations.

A poorly managed resignation can lead to loss of value or legal dispute. Our service ensures your exit is compliant, strategic, and financially sound.

Resigning as a director is a common step in a company lifecycle, but if you are the sole director of a UK company, the process requires careful planning and compliance. Under the Companies Act 2006, every UK company must always have at least one active director. A sole director cannot simply resign and walk away without consequences — whether legal, administrative, or financial.

This guide explains how UK law treats sole directors who resign, what can go wrong, and what steps should be taken to protect both the company and the departing director.

Key Legal Principle: You Cannot Leave a Company Without Meeting Director Minimums.

Statutory Director Requirements.
Under the Companies Act 2006, private companies must have at least one natural person as a director at all times. A public limited company must have at least two directors. Leaving a company with no valid director is a breach of statutory requirements.

If you are the sole director and resign without first ensuring the company will continue to have at least one director, the company becomes non-compliant and effectively incapable of lawful management.

Why this matters: Without a valid director, critical activities — from filing accounts to handling banking matters — cannot be carried out legitimately.

What Happens If a Sole Director Resigns Anyway?

Resignation May Not Be Effective in Practice.
Legally you can provide written notice of resignation, but if no replacement director has been appointed:

• The company may still show as active but without any directors listed at Companies House.
• Banks and regulators may treat the company as director-less and non-compliant.
• You may continue to appear on the public record without authority to act.

Potential Consequences.
A company with no director can trigger:

• Ongoing regulatory scrutiny.
• Administrative difficulties (e.g., frozen bank accounts).
• Compliance actions from Companies House.
• Challenges in proving you have truly ceased acting as a director.

In practice, this creates both legal ambiguity and operational gridlock.

The Proper Legal Route for a Sole Director.

Before you resign, one of the following should happen:

1. Appoint a New Director. This is the cleanest and safest solution:
   • Appoint at least one replacement director before resignation.
   • File the appointment with Companies House using Form AP01.
   • Then file your resignation with Form TM01.
   • This ensures continuous lawful governance.
2. Place the Company Into a Formal Close. If the company has reached the end of its life:
   • Voluntary strike-off (if eligible).
   • Members’ voluntary liquidation (MVL) if solvent.
   • Creditors’ voluntary liquidation (CVL) if insolvent.

In these cases, timing of resignation and statutory compliance must be handled carefully and usually with professional advice.

Why the Articles of Association Matter for Sole Directors.

A company’s Articles of Association can govern how a director resigns and how replacements are appointed. For sole directors, Articles commonly:

• Allow the sole director to exercise all board powers.
• Set rules on appointing successors.
• Require a replacement to be in place before resignation.

Articles cannot force a director to remain forever, but they can regulate how and when a resignation takes effect.

Personal Liability Risks Unique to Sole Directors.

Because you have been the only decision-maker, courts and regulators often scrutinise your conduct more closely:

• Wrongful trading and misfeasance claims are more likely when a sole director leaves during financially stressful periods.
• Delaying resignation until insolvency is obvious can heighten personal risk.
• Being the sole controlling mind removes the defence of shared decision-making.

Coddan CPM’s resignation services help directors plan exits that mitigate these risks.

Companies House and Public Record Issues.

If a resignation is mishandled:

• Your name may still appear on the public register.
• Banks and creditors may continue to treat you as responsible.
• Actions taken by the company after your resignation may wrongly be attributed to you.

Proof and timing matter more for sole directors because there is no alternative officer to clarify leadership continuity.

Shares and Sole Director Resignation.
If you are also the sole shareholder or a majority shareholder:

• Resigning as director does not affect share ownership.
• But it leaves the company with no management, triggering internal mechanisms.
• Articles or shareholder agreements often require events (including resignation) to trigger share transfer or appointment processes.

Coddan CPM’s service reviews these documents to clarify shareholding implications before you resign.

What You Should NEVER Do as a Sole Director.

• Resign without appointing a replacement.
• Assume resignation automatically dissolves the company.
• Leave the company dormant but active with no directors.
• Ignore insolvency risks or compliance obligations.

These actions can lead to personal liability, enforcement action, or disqualification.

Regulatory Consequences if No Director Is Appointed.

If a company is left with no directors:

• Companies House can issue a notice requiring appointment.
• Directors must be appointed within a set time (commonly 1–3 months).
• Failure can result in compulsory strike-off and dissolution.

Bona Vacantia.
If the company is struck off and dissolved, remaining assets (bank accounts, property, intellectual property) may pass to the Crown through Bona Vacantia.

Personal Risks for Sole Directors Who Walk Away.

Even if you resign:

• HMRC and the Insolvency Service may scrutinise your conduct.
• You may be treated as a de facto or shadow director if you continue to influence decisions.
• Personal liability for mismanagement, wrongful trading, or compliance failures may still be pursued.
• Director disqualification proceedings can still be brought afterward.

This is why a planned transition is essential.

What You Should Do Before Resigning.

Before you submit a notice of resignation:

• Review the Articles of Association for governance requirements.
• Decide whether to appoint a replacement director or close the company properly.
• File appointments and resignations in the correct order.
• Seek professional advice if insolvency or compliance issues are present.

Key Takeaway.
A sole director cannot safely resign unless the company’s future management or closure is dealt with first. Resigning without planning exposes both the company and the departing director to significant legal and operational risk.

Coddan CPM’s director resignation service ensures that your exit is fully compliant, professionally managed, and aligned with statutory requirements.

About This Guidance.
This page is written by corporate governance and company secretarial specialists with extensive experience in director resignation and UK company law practice. It is intended to provide high-level guidance only and is not a substitute for personalised legal advice.

Resigning as a UK company director involves far more than filing Form TM01. A poorly handled director exit can leave you exposed to ongoing liability, disputes over authority, insolvency scrutiny, and personal financial risk long after you believe you have stepped away.

Our Director Resignation Service UK is designed to manage the entire exit process — not just the statutory filing — so your resignation is legally effective, evidentially robust, and defensible if challenged later.

Filing Form TM01 at Companies House formally ends a director’s public appointment, but it does not, on its own, protect a resigning director from future disputes, claims, or investigations. In practice, many director disputes arise months or years after resignation, often because internal processes were poorly documented or authority was not fully unwound.

Coddan CPM’s resignation service focuses on procedural robustness, ensuring that a director’s exit is defensible, evidenced, and aligned with UK corporate governance best practice.

Create a Clear, Verifiable Evidence Trail.

Many directors assume that once Companies House is updated, their responsibility ends. In reality, claims against directors frequently arise months or years after resignation, often during insolvency or shareholder disputes.

Common risks we address include:

• Allegations that you continued acting as a de facto director.
• Disputes over the effective resignation date.
• Ongoing exposure through bank mandates, guarantees, or system access.
• Poor records leading to Insolvency Service scrutiny.
• Failure to evidence responsible handover or dissent.

A professional director exit is about creating a clear evidence trail, not just submitting a form.

What Our Director Resignation Service Covers.
We manage the procedural and governance steps that protect you personally:

1. Resignation documentation
   Clear, dated resignation letters with proof of delivery and effective dates.
2. Board acknowledgement & minutes
   Written confirmation and board minutes recording resignation, timing, and handover.
3. Governance clean-up
   Updates to internal statutory registers and governance records beyond Companies House.
4. Authority removal
   Removal from bank mandates, signing authorities, accounting systems, and digital access — confirmed in writing.
5. Formal handover support
   Documented transfer of key responsibilities, risks, and compliance obligations.
6. Liability protection steps
   Review of personal guarantees, post-termination restrictions, and D&O insurance run-off cover.
7. Post-exit verification
   Monitoring the public register to ensure your resignation is accurately recorded.

Designed for High-Risk Director Exits.
This service is particularly relevant if you are:

A sole director.
Exiting during financial distress or insolvency risk.

Both a director and shareholder.
Subject to post-termination restrictions.

Concerned about future claims, investigations, or disqualification risk.
Director Exit, Done Properly.

A compliant filing ends your public role.
A professionally managed director resignation protects you personally.

If you need a director resignation service in the UK that goes beyond the basics and focuses on risk reduction, evidence, and long-term protection, this service is designed for you.

When disputes arise, the question is rarely: “Did you resign?” but “When did it take effect, and can you prove it?”

Best practice
A resigning director should:

• Issue a signed resignation letter stating a clear effective date.
• Deliver it to the registered office.

Send copies by email to:.

• Another director, and/or
• The company secretary.
• Retain proof of delivery (email confirmation, recorded post receipt).

This evidence trail is critical if the company later disputes timing, authority, or responsibility.

Coddan CPM approach: We prepare resignation documentation designed to withstand scrutiny by insolvency practitioners, regulators, and courts.

Board Acknowledgement and Formal Minutes.

Although not always legally required, board-level documentation is powerful evidential support. Best practice includes:

• Written acknowledgement of the resignation.

Board minutes recording:

• The resignation.
• The effective date.
• Any agreed handover or transitional arrangements.

Minutes should be dated, approved, and retained with statutory records.

Why this matters: Board minutes often carry more weight than informal correspondence in later disputes.

Update Internal Statutory Registers (Not Just Companies House).

Beyond public filings, UK companies must maintain accurate internal registers, including:

• Register of Directors.
• Register of Directors’ Residential Addresses.
• Register of Secretaries (if applicable).
• PSC Register (if control changes).

Failure to update these records can create contradictory evidence and ongoing compliance risk.

Coddan CPM ensures all internal registers align precisely with public filings and resignation dates.

Formal Handover of Responsibilities.

A resigning director should prepare a concise handover note, covering:

• Key contracts and deadlines.
• Banking and finance arrangements.
• Regulatory or filing obligations.
• Known disputes, risks, or contingent liabilities.

Why this matters.
A documented handover demonstrates that you acted reasonably and responsibly, which can materially reduce exposure to misfeasance or negligence allegations.

Resign From All Authority Roles and Access Rights.

Resignation as a director does not automatically remove authority. Best practice requires written confirmation that you have been removed from:

• Bank mandates and online banking access.
• Payment approval systems.
• Contract signing authority.
• Accounting platforms (e.g. Xero, Sage).
• Internal approval workflows.

Key risk: Retained access can imply ongoing control — even after resignation.

Document Concerns or Dissent (Where Relevant).

If there are:

• Financial concerns.
• Insolvency indicators.
• Governance disagreements.

Best practice is to:

• Record concerns in writing before resignation.
• Clearly document dissent from decisions.
• Retain copies for your personal records.

Why this matters: In insolvency scenarios, written dissent is often decisive evidence.

Review and Secure Your Contractual Position.

Before resigning, a director should identify and review:

• Personal guarantees.
• Post-termination restrictions.
• Shareholder agreements and leaver provisions.
• Indemnities and insurance protections.

These obligations do not end automatically on resignation.

Coddan CPM integrates resignation with contractual review, reducing the risk of post-exit surprises.

Confirm Directors’ & Officers’ (D&O) Insurance Position.

Key points to confirm:

• That former directors remain covered.
• That run-off cover applies for the period served.
• That any potential claims are notified in time.

Failure to notify insurers can invalidate cover entirely.

Separate Director Exit From Employment or Consultancy Exit.

Many directors hold multiple roles. If you were also:

• An employee.
• A consultant.

Ensure that:

• Employment termination is documented separately.
• Final pay, benefits, and tax treatment are confirmed

Legal principle: Directorship and employment are distinct relationships.

Secure and Retain Personal Records.

A resigning director should retain copies of:

• Board packs and minutes.
• Financial statements.
• Key correspondence.
• Signed contracts and guarantees.

These records are often critical in later investigations or claims.

Communications With Stakeholders.

Where appropriate, the company should:

• Notify banks, insurers, and advisers.
• Inform key clients or suppliers.
• Clearly state that you no longer act for the company.

Avoid any ongoing involvement that could imply continued control or influence.

Monitor the Companies House Record After Filing.

Even after submission:

• Check the public register.
• Confirm the resignation date is accurate.
• Act quickly if corrections are needed.

Errors left unchallenged can become assumed facts in future disputes.

Key Takeaway.
Companies House filing ends your public appointment.
Good procedure protects you personally.

Coddan CPM’s director resignation service goes beyond basic filings, providing a defensible, well-documented exit aligned with UK governance standards and real-world risk scenarios.

Director Removal vs Director Resignation: How Coddan CPM Helps You Handle Both Correctly.

Understanding whether a director should be removed or allowed to resign is a critical governance decision, and one we help businesses navigate every day at Coddan CPM. While both outcomes result in a director leaving office, the legal process, risk profile, and compliance obligations are very different.

Director Removal: A Formal, Regulated Process.

Director removal is initiated by the company, not the individual. In the UK, this is usually carried out by shareholders passing an ordinary resolution, in line with the Companies Act 2006 and the company’s Articles of Association. The director must be given proper notice and has the legal right to make representations and, in many cases, to be heard before a decision is taken.

This is where companies often seek our support. Coddan CPM manages the process carefully—reviewing the Articles, preparing the required notices and resolutions, guiding clients through statutory rights, and filing the correct forms with Companies House. Removal can carry contractual, reputational, and procedural risks, and getting it wrong can lead to disputes or invalid filings. Our role is to ensure the process is lawful, documented, and defensible.

Director Resignation: Simpler, but Still Regulated.

Director resignation is a voluntary step taken by the director themselves. It is typically completed by submitting a written resignation letter, with no vote required. While the process is simpler, it still carries compliance obligations. The resignation must be correctly recorded in the company’s statutory registers and reported to Companies House within the required timeframe.

Why the Distinction Matters.

Removal can affect board dynamics, shareholder confidence, and public perception, particularly where disputes or performance concerns are involved. Resignation is often less contentious, but sudden or poorly managed exits can still raise governance questions. In both cases, accuracy, timing, and transparency are essential.

How Coddan CPM Supports You.

We provide clear, regulated support for both director removals and resignations, handling the paperwork, compliance checks, and Companies House filings end to end. Our experience spans private companies limited by shares, companies limited by guarantee, cooperatives, and other UK entities. Clients work with us because we explain the process in plain English, flag risks early, and ensure everything is completed correctly the first time.

Whether you are managing a sensitive removal or processing a straightforward resignation, Coddan CPM helps you navigate the change calmly, compliantly, and without unnecessary disruption.

Director Removal & Resignation: Step-by-Step Legal Checklist.

Step 1: Confirm the Correct Route (Removal vs Resignation).

Determine whether the director is resigning voluntarily or being removed by the company.

Check the company’s Articles of Association and any shareholders’ agreement for specific provisions.

Identify whether statutory removal under Companies Act 2006, s.168 applies (most common for removals).

Coddan CPM always begins with an Articles and governance review to avoid invalid or challengeable actions.

Step 2: Review Contracts and Legal Exposure.

Check the director’s service agreement or employment contract.

Identify notice periods, termination clauses, and compensation risks.

Assess whether removal triggers wrongful dismissal or unfair prejudice concerns.

Removal from office does not automatically terminate employment—this is a common compliance pitfall.

Step 3A: Director Removal – Formal Procedure.

If removing a director:

• Issue special notice to shareholders (minimum 28 clear days).
• Notify the director and confirm their right to make representations.
• Arrange a general meeting (unless written resolution is permitted).
• Pass an ordinary resolution (simple majority).
• Record full meeting minutes and outcomes.

Coddan CPM prepares compliant notices, resolutions, and board/shareholder documentation to statutory standards.

Step 3B: Director Resignation – Voluntary Exit.

If the director is resigning:

• Obtain a written resignation letter (dated and signed).
• Confirm the effective date of resignation.
• Check that minimum director requirements remain satisfied.
• Record the resignation in board minutes and statutory registers.

Even simple resignations can fail compliance if dates or filings are incorrect.

Step 4: Update Statutory Registers.

For both removal and resignation:

• Update the Register of Directors.
• Update the Register of Directors’ Residential Addresses.
• Retain copies of resolutions, notices, and resignation letters.

Step 5 File with Companies House.

1. Submit Form TM01 (termination of a director).
2. Ensure filing is completed within 14 days of the change.
3. Confirm accuracy of dates, names, and positions.

Coddan CPM handles Companies House filings digitally and verifies acceptance to prevent rejections.

Step 6: Identity Verification Compliance (Post-2026 Rules).

1. Confirm the director’s identity verification status under the new regime.
2. Ensure compliance with ACSP and Companies House requirements.
3. Retain evidence where required for audit or inspection.

Step 7: Issue Confirmation Documentation.

1. Provide internal confirmation of the change.
2. Where required, issue a digital or printed certificate confirming removal or resignation.
3. Notify banks, accountants, and regulators if applicable.

Coddan CPM supplies formal confirmation documents to support governance records and third-party checks.

Step 8: Post-Change Governance Review.

1. Confirm the board remains quorate.
2. Assess whether a replacement director is required.
3. Update internal authorities, mandates, and decision-making frameworks.

Why Businesses Use Coddan CPM.

As an ACSP-regulated corporate service provider, Coddan CPM manages director removals and resignations daily. We combine legal accuracy, regulatory awareness, and hands-on experience to ensure leadership changes are completed correctly, defensibly, and without unnecessary disruption.