Reissuing a letter usually costs the employer administrative time rather than money. Costs appear if the departure delays the start, since delay can mean rebooked travel, extended housing arrangements, or a further round of legal review before the case is presented.
Price the delay, not the paperwork
Ask the employer how long a reissued letter takes internally, then decide whether existing bookings can hold. If the role has changed enough to need a revised description, budget for counsel to review the new version rather than assuming a minor edit is neutral. Avoid non-refundable commitments while the employer's signing authority is unsettled.
Cost reviews go wrong when the reissue is treated as the expense. It is not; the reissue is administrative time, and the money sits in whatever the delay makes non-refundable. The record worth building is a one-page list of every dated commitment already made, with its cancellation terms beside it, prepared the day the resignation becomes known.
Against that list a two-week slip is a number rather than a worry. Keep the statutory charge attached to the underlying request separate from it, since that charge is published, moves on its own schedule and is unaffected by an employer’s staffing. Hypothetical example: an Economist joining a claims analytics firm compares a refundable flight against a non-refundable furnished sublet, releases the sublet, and carries only a change fee when the letter arrives nine days late.