Notice Period Calculator UK
Work out your last working day from your resignation date and notice period, using either calendar-day or business-day counting. Enter any notice length — 1 month, 4 weeks, 3 months or a custom number of days.
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 | Approx. Calendar Days | Business Days Equivalent | Typical Role |
|---|---|---|---|
| 1 week | 7 days | 5 days | Probation; UK statutory minimum, 1 month–2 years' service |
| 4 weeks | 28 days (fixed) | ~20 days | Often confused with "1 month" — 4 weeks is always exactly 28 days |
| 1 month | 28–31 days (calendar month) | 20–22 days | Junior/mid roles, common UK contractual standard |
| 2 months | ~59–62 days | ~43 days | Mid-senior, manager |
| 3 months | ~90–92 days | ~65 days | Senior, specialist, regulated finance |
| 6 months | ~180–184 days | ~130 days | Director, C-suite, gardening leave |
UK statutory minimum (Employment Rights Act 1996, s.86): an employee only has to give at least 1 week's notice once they have been employed for 1 month — and this stays at 1 week however long you have worked, unless your contract asks for more. An employer must give at least 1 week for service between 1 month and 2 years, then 1 week for each complete year, capped at 12 weeks. Your contract usually requires more than the statutory floor — typically 1 to 3 months. Source: gov.uk — Handing in your notice. Note: this calculator counts calendar days or Monday–Friday business days only — it does not automatically deduct UK bank holidays.
How to Work Out Your Notice Period (Step by Step)
- Find your notice length. Read your employment contract or written statement. It will say something like "1 month", "4 weeks", "3 months", or a number of days. If your contract says nothing, the statutory minimum applies (see above).
- Fix your start date. Under gov.uk guidance, your notice period usually runs from the start of the day after you hand your notice in — not the day you hand it in. Use that next day as the "resignation date" in the calculator if you want the strict statutory start.
- Choose how days are counted. If your contract gives notice in a period ("1 month", "4 weeks") it is normally counted in calendar time, so leave "exclude weekends" off. If it says "working days" or "business days", switch that option on.
- Read your last working day. The calculator adds the notice to your start date and shows the end date — your last day of employment.
- Check garden leave, PILON and holiday. Confirm whether you will work the notice, be placed on garden leave, or be paid in lieu (PILON), and how much accrued holiday is left to take or be paid for.
4 Weeks vs 1 Month Notice — They Are Not the Same
This is one of the most common UK notice-period mistakes, and a real search question. 4 weeks is always exactly 28 days. 1 month is a calendar month, which is 28, 29, 30 or 31 days depending on the month you count through. So for every month except February, "1 month" is longer than "4 weeks".
Worked comparison, resigning on 10 March:
- 4 weeks (28 days): last working day is 7 April.
- 1 month (calendar month): last working day is 9 April — two days later, because March has 31 days.
Always use the exact word your contract uses. If it says "one month", count a calendar month (enter roughly 30 days, or count to the same date next month). If it says "four weeks", enter 28 days in the calculator.
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 in days, 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 February 12th, 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 1a: 1 month notice (UK calendar month)
This is the most-searched case. If your UK contract says "1 month" and you resign on 15 March, your last working day is 14 April — one calendar month later. Because months differ in length, "1 month" from 31 January lands on 28 February (or 29 in a leap year), while "1 month" from 30 April lands on 29 May. In this calculator, enter your resignation date and use around 30 days with "exclude weekends" left off, or count to the same date in the next month.
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.
Last updated: 2026-07-27. This page is general information about UK notice periods, not legal advice — always check your own contract and, if in doubt, Acas or an employment adviser.
How to Negotiate a Shorter UK Notice Period in 2026
If your contract requires 3 or 6 months' notice but your new employer wants you to start in 4-6 weeks, negotiating a release is often possible. Four tactics work best per Acas guidance. (1) Ask directly and put it in writing — most managers will release you early if the team can absorb the workload; email your line manager and HR the same day you hand in notice, requesting a specific earlier last-working-day. (2) Offer to complete a written handover pack — a documented handover reduces employer risk of losing knowledge and is often the concrete deliverable that unlocks early release. (3) Use accrued but untaken holiday — you can serve up to 2-4 weeks of your notice on paid holiday, effectively shortening working time without breaching contract; per Acas holiday-during-notice guidance your employer generally must allow this if you request it in writing. (4) Offer to waive PILON in exchange for immediate release — if your employer would owe you 3 months' pay in lieu of notice, agreeing to leave immediately with only 1 month PILON often gets accepted. Never simply walk out without agreement — the employer can sue for breach of contract, recover any bonus paid, and issue a poor reference under UK employment law. Updated 2026-07-27.
Sources
- gov.uk — Handing in your notice: Giving notice (employee minimum of 1 week after 1 month; notice runs from the day after you hand it in)
- gov.uk — Redundancy: Notice periods (employer statutory minimum: 1 week for 1 month–2 years, 1 week per year for 2–12 years, 12 weeks maximum)
- Acas — Notice periods (how notice, garden leave and pay in lieu work)
- gov.uk — UK bank holidays (8 in England & Wales, 9 in Scotland, 10 in Northern Ireland)
- Employment Rights Act 1996, section 86 (statutory minimum notice)
Frequently Asked Questions
What is a notice period?
A notice period is the length of time an employee must continue working after submitting their resignation. It is typically defined in the employment contract and gives both the employer and employee time to prepare for the transition. Notice periods can range from a few days to several months depending on the role, seniority level, and local labor laws.
How do weekends affect the notice period?
Whether weekends count depends on your employment contract and company policy. If your notice period is defined in calendar days, weekends are included in the count. If it is defined in business days or working days, only Monday through Friday are counted, effectively making your notice period longer in terms of actual calendar time. This calculator lets you toggle between both methods.
Can you negotiate your notice period?
Yes, notice periods are often negotiable. You can discuss a shorter or longer notice period with your employer. Many companies are willing to reduce the notice period if there is no critical handover required or if a replacement has already been identified. However, any agreement to change the notice period should be documented in writing to protect both parties.
What happens if you leave before completing your notice period?
Leaving before your notice period ends can have several consequences. Your employer may deduct salary for the unserved days, withhold your experience or relieving letter, or in some cases pursue legal action for breach of contract. Some companies have a notice period buyout clause where you can pay a specified amount to leave early. Always check your employment agreement before making any decisions.
Is the notice period the same everywhere?
No, notice periods vary significantly across countries, industries, and job roles. In the US, a two-week notice is standard but not legally required for most at-will employees. In India, notice periods of 30 to 90 days are common. Many European countries mandate notice periods by law, often increasing with the length of employment. Senior executives and specialized roles typically have longer notice periods regardless of location.
What is the UK statutory minimum notice period in 2026?
Under the Employment Rights Act 1996 section 86, an employee with at least 1 month of service must give a minimum of 1 week's notice — and this stays at 1 week no matter how long you have worked, unless your contract asks for more. The asymmetric part catches people out: the EMPLOYER must give 1 week for service between 1 month and 2 years, then 1 week for each complete year, capped at 12 weeks after 12+ years, but the EMPLOYEE minimum never rises above 1 week by statute. Most UK employment contracts specify longer contractual notice — typically 1 month for junior staff, 3 months for senior roles, and up to 6 months for executives. The contractual amount applies where it is longer than the statutory minimum, but a contract can never require less than the statutory floor.
How do I calculate a 1 month notice period in days?
A 1 month notice period is usually counted as 1 calendar month from the date you hand in your notice. If you resign on March 15, your last working day is April 14. In leap-year February or short months, the count can vary between 28 and 31 days. Some UK employers count it as 30 calendar days flat, and a smaller number use 20–22 business days (Mon–Fri only). Always check your contract — if it says "1 month", calendar-month counting is the default. If it says "30 days", use the calendar-day option in this calculator.
Is 4 weeks notice the same as 1 month notice in the UK?
No. 4 weeks is always exactly 28 days. 1 month is a calendar month, which is 28, 29, 30 or 31 days depending on the month. So for every month except February, a "1 month" notice period is slightly longer than a "4 weeks" notice period. For example, resigning on 10 March: 4 weeks ends on 7 April, but 1 calendar month ends on 9 April. Always use the exact wording in your contract — if it says "one month" count a calendar month, and if it says "four weeks" enter 28 days in this calculator.
Do bank holidays extend my UK notice period?
No, generally not. UK notice periods are counted in calendar days or calendar weeks, not working days, so bank holidays are absorbed into the count and do NOT push your last working day forward. Exception: if your contract explicitly says "working days" or "business days", bank holidays would normally be excluded too. Note that this calculator's "business days" mode only removes Saturdays and Sundays — it does not deduct bank holidays, so on a strict working-days contract you may need to add those days manually. England and Wales have 8 statutory bank holidays per year; Scotland has 9; Northern Ireland has 10. Common England/Wales bank holidays that can fall during a notice period include New Year's Day, Good Friday, Easter Monday, the early May bank holiday, and Christmas Day/Boxing Day. Confirm with your HR if uncertain.
What is payment in lieu of notice (PILON) in the UK?
PILON is when your UK employer pays you the equivalent of your notice period salary as a lump sum and ends your employment immediately, rather than requiring you to work through the notice. Since April 2018, all PILON payments are subject to income tax and National Insurance, even if the contract did not originally include a PILON clause (HMRC Post-Employment Notice Pay rules). Garden leave is the opposite: you stay on payroll, accrue holiday and pension, but are kept away from work and clients during the notice. Both are legal under UK employment law if the contract permits, and both are taxable as employment income. Check your contract for the specific PILON or garden leave clause before accepting either as part of an exit package.
Can I use my remaining holiday days during my UK notice period?
Yes — Acas guidance is clear that any accrued but untaken statutory holiday can be taken during your notice period, and you have the right to request it. Your employer can only refuse specific dates if operationally impossible; they cannot refuse holiday during notice altogether. Effectively, if you have 15 days of holiday untaken and a 3-month notice, you can serve 3 working weeks of notice on paid holiday and only physically work the remaining ~10 weeks. If you leave without taking accrued holiday, the employer must pay it out as accrued-untaken holiday pay in your final payslip (Working Time Regulations 1998, regulation 14).
How do I shorten my UK 3-month notice period to start a new job sooner?
Four tactics work in practice per Acas: (1) put an early-release request in writing to line manager + HR the same day you resign, specifying the desired last working day; (2) offer a written handover pack as the deliverable that unlocks release; (3) request to use accrued holiday during notice — the employer generally cannot refuse; (4) negotiate reduced PILON in exchange for immediate release. Never walk out without written agreement — the employer can sue for breach of contract, claw back sign-on bonuses, and issue a poor reference. Most reasonable employers release senior staff early once a documented handover is complete.