About the UK Notice Period Calculator
This UK notice period calculator works out how much notice must be given to end an employment contract and the date employment ends. Enter the employment start date, the date notice is given, who is giving it and the notice in the contract; it calculates continuous service, the statutory minimum under the Employment Rights Act 1996, and which of statutory or contractual notice applies.
It is for employees who have resigned or been dismissed and want to know their last day, and for managers and HR teams issuing notice. Statutory notice from an employer is one week after a month’s service, one week per complete year from two years, and a maximum of twelve weeks after twelve years. An employee who has worked at least a month must give at least one week. Whichever is longer — the contract or the statutory minimum — applies.
Following Acas guidance, notice starts the day after it is given, so one week’s notice given on a Monday ends the following Monday. Written notice by post or email may only start once the person has had a reasonable chance to read it, so adjust the notice date if that applies. Service is counted in complete years up to the date notice is given. Rules are the same across Great Britain, and Northern Ireland has equivalent statutory notice rules.
How to use the uk notice period calculator
- 1Choose whether the employer or the employee is giving notice.
- 2Enter the employment start date and the date notice is given.
- 3Enter the notice period stated in the contract, if any.
- 4Optionally add weekly pay to estimate notice pay.
- 5Read the last day of employment and whether the statutory or contractual notice applies.
Formula and method
Continuous service is measured in complete years, months and days from the start date to the date notice is given. Section 86(1) of the Employment Rights Act 1996 sets the employer’s minimum: one week for service of one month to under two years, then one week for each complete year up to a maximum of twelve weeks. Section 86(2) requires an employee with at least one month’s service to give at least one week.
Because notice runs from the day after it is given, a period of N weeks ends N × 7 days after the notice date (notice given on a Monday ends on a Monday), and a period of N months ends on the same date N months later (or the last day of a shorter month). Contractual notice is calculated the same way and the later end date wins, because a contract can give more than the statutory minimum but never less.
- Notice date
- The day notice is given; the period starts the next day
- Complete years
- Whole years of continuous employment at the notice date
- Contractual notice
- Notice set by the contract or written statement of particulars
Worked examples
Dismissal after 7 years, 1 month contractual notice
From 11 March 2019 to 5 October 2026 is 7 complete years, so statutory notice is 7 weeks, ending Monday 23 November 2026. The contract’s one month would end on 5 November, but an employer cannot give less than the statutory minimum, so 7 weeks (49 days, about £4,550 of pay at £650 a week) applies.
Employee resigning with 4 weeks’ contractual notice
An employee only has to give 1 week by law, which would end on 12 October. The contract requires 4 weeks, so the employee’s last day is Monday 2 November 2026, 28 days after notice was given.
15 years’ service, 3 months in the contract
Fifteen years’ service hits the 12-week statutory cap, which would end on 9 April 2026. Three months’ contractual notice from 15 January ends on 15 April, which is longer, so the contract applies: 90 days, worth about £8,357 at £650 a week.
Less than a month’s service
With only 15 days of service and no contractual notice, there is no statutory minimum notice, so employment can end on the day notice is given. The contract or a staff policy may still require notice.
Frequently asked questions
What is the statutory notice period in the UK?+
An employer must give at least one week’s notice to an employee with one month to two years’ service, one week for each complete year from two to twelve years, and twelve weeks for twelve years or more. An employee with at least a month’s service must give at least one week’s notice.
When does a notice period start?+
Acas guidance says the notice period starts the day after notice is given in person. If notice is given in writing, it starts once the person has had a reasonable amount of time to read it — for example the day after a letter is received. The contract may also say when notice starts.
Does the contract or the statutory notice period apply?+
Whichever is longer. A contract can give more notice than the statutory minimum but not less, so if your contract says one month but you have seven years’ service, your employer must give at least seven weeks. Employees must follow their contract’s notice if it is longer than one week.
Do I get paid during my notice period?+
Yes, you are normally paid as usual during notice, including any holiday that accrues. Your employer may instead pay you in lieu of notice (PILON) if the contract allows it, or put you on garden leave, where you are paid but told not to work.
Does notice need to be given in writing?+
The law does not require notice to be in writing unless your contract says so, but it is strongly recommended so the date it was given is clear. Many contracts and staff handbooks require written notice for resignations and dismissals.
Can employment end without the statutory notice?+
Yes, in limited cases. Acas notes that an employer does not have to give notice when dismissing for gross misconduct, and an employee may not need to work notice if the employer has seriously breached the contract. Both sides can also agree in writing to a shorter notice period or to waive notice.
Is my last working day the same as my last day of employment?+
Not always. Your last day of employment is when your notice ends. If you take holiday during notice, are on garden leave or are paid in lieu, your last working day may be earlier than your termination date.
Results are general estimates and not legal advice. Laws vary by jurisdiction — consult a qualified attorney.