Notice Period Calculator
Find your last working day from your resignation date and notice period using either calendar-day or business-day counting.
1 Month, 2 Month, 3 Month Notice — Quick Reference 2026
Most UK employment contracts specify notice in 1 month, 2 month, or 3 month blocks. Use the table below to plan your last working day. For weekend-sensitive industries (finance, public sector), switch the calculator to "business days only".
| Notice Period | Calendar Days | Business Days Equivalent | Typical Role |
|---|---|---|---|
| 1 week | 7 days | 5 days | Probation, UK statutory min <1yr |
| 1 month | 28–31 days | 20–22 days | Junior/mid roles, UK contractual standard |
| 2 months | 60 days | ~43 days | Mid-senior, manager |
| 3 months | 90 days | ~65 days | Senior, specialist, regulated finance |
| 6 months | 180 days | ~130 days | Director, C-suite, gardening leave |
UK statutory minimum (Employment Rights Act 1996, s.86): employees must give at least 1 week after 1 month of service. Employers must give 1 week per completed year (max 12 weeks). Your contract usually requires more — typically 1 to 3 months. Source: gov.uk — Handing in your notice.
How to Calculate Your Notice Period and Last Working Day
Use this notice period calculator to find your last working day after resignation. Enter your resignation date, required notice length, and whether your company counts calendar days or business days.
This helps you plan handover timing, joining dates, leave balance, and any notice period buyout discussion. The calculator adds the required days using the counting method you choose so you can see the likely end date instantly.
Formula
Last Working Day = Resignation Date + Notice Period (in calendar days)
Business Days Method:
Last Working Day = Resignation Date + Notice Period (counting only Mon–Fri)
The calendar days method is straightforward: every day counts, including Saturdays and Sundays. If your notice period is 30 calendar days and you resign on January 1st, your last working day would be January 31st. This method is commonly used in many countries and industries where the employment contract specifies the notice period in calendar days.
The business days method is more nuanced. It only counts weekdays (Monday through Friday) and skips Saturdays and Sundays. A 30-business-day notice period starting January 1st would push your last working day to approximately February 11th, since weekends are excluded from the count. Some companies, particularly in the technology and finance sectors, use this method to ensure there are sufficient actual working days for knowledge transfer and project handover.
Examples
Example 1: 30-day notice with calendar days
If you resign on March 1 with a 30-day calendar notice period, your last working day would be March 31. All 30 days, including any weekends that fall in between, are counted toward your notice period.
Example 2: 30-day notice with business days
If you resign on March 1 with a 30-business-day notice period, the calculator skips Saturdays and Sundays. Your last working day would fall roughly six weeks later because only weekdays are counted. This gives both you and your employer more actual working days for transition.
Example 3: 90-day notice period
Senior employees or executives often have longer notice periods. If you resign with a 90-calendar-day notice period, your last working day will usually be about three months later. With a 90-business-day notice, it extends closer to four months, giving the company more time to find a replacement and complete a handover.
Why Notice Periods Matter
Notice periods serve as a professional courtesy and legal obligation between an employee and employer. They provide a structured timeline for both parties to manage the transition. During the notice period, the departing employee can document processes, train replacements, and complete outstanding projects. The employer, in turn, can begin recruitment for the vacated position and reassign critical tasks to other team members.
Failing to serve the required notice period can have legal and financial consequences. Many employment contracts include clauses about notice period buyout, where the employee must pay the employer (or vice versa) for any unserved portion. Understanding exactly when your notice period ends helps you avoid these complications and plan your career move with confidence.
Different countries and industries have vastly different standard notice periods. In the United States, two weeks is customary for most roles, while in India and many European countries, notice periods of one to three months are standard. Senior or specialized roles may require even longer notice periods of up to six months. Always check your employment contract or local labor laws to determine your specific notice requirements.
UK Statutory Notice Periods — How Much Notice Are You Owed in 2026?
In the UK, notice periods are governed by the Employment Rights Act 1996, section 86. The statutory minimum notice your employer must give you depends on how long you have been continuously employed, per the UK gov.uk notice period guidance:
- Less than 1 month of service: No statutory notice required by either side. Resignation is effective immediately, though contracts often impose a minimum.
- 1 month to 2 years: Employer must give at least 1 week. Employee must give at least 1 week (subject to contract).
- 2 to 12 years: Employer must give 1 week per completed year of service. Employee minimum stays at 1 week (most contracts upgrade this to 1 month).
- 12+ years: Employer must give at least 12 weeks. This is the maximum statutory cap; contracts can extend further.
Your written employment contract overrides statutory minimums only if it grants you more notice — it cannot legally undercut the Section 86 floor. Common UK contractual notice periods: 1 month for junior staff, 3 months for managers, 6 months for senior leaders and finance professionals (FCA-regulated roles). Senior banking, legal, and partner roles often require 6–12 months, sometimes with garden-leave clauses keeping you off-market.
Special rules for the UK that override the basic calendar math: (1) Bank holidays — England & Wales have 8 statutory bank holidays per year; Scotland 9; Northern Ireland 10. Notice periods are normally counted in calendar days/weeks, not working days, so bank holidays don't usually extend the end date. (2) Garden leave — your employer can require you to stay away from work but remain on payroll during notice. You still accrue holiday and pension during garden leave per Acas notice period guidance. (3) Payment in lieu of notice (PILON) — your employer can pay out the notice period as a lump sum and end employment immediately. This must be specified in the contract; otherwise it could be a breach and trigger a wrongful dismissal claim.
Updated 2026-06-30. Source: UK Employment Rights Act 1996, gov.uk handing in notice page, Acas notice period guidance.