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Notice Period Calculator

Calculates the statutory minimum notice period for UK employees and employers, including any contractual notice and accrued annual leave.

Your details

Select whether the employee is resigning or the employer is dismissing.

Enter the total number of full years you have worked for this employer. Use a decimal for part-years (e.g., 5.5).

The notice period stated in your employment contract. If none is stated, leave blank and the statutory minimum will apply.

The date the resignation letter is handed in or the dismissal letter is issued.

Your total annual paid holiday allowance as per your contract (typically 28 days including bank holidays for a full-time worker).

Number of paid holiday days you have already used in the current holiday year.

The date your company's holiday year begins (e.g., 1st January or your employment anniversary).

Result

Last day of employment 17 November 2026

The final day of your employment based on the applicable notice period. This is the date to put in your resignation or dismissal letter.

How it is calculated

Statutory minimum notice period The legal minimum notice required by the Employment Rights Act 1996, expressed in weeks.
1
Notice period that applies The notice period that must be given, which is the greater of the statutory minimum or the contractual period, in weeks.
4
Accrued but untaken holiday Estimated holiday days earned but not taken by your last day. This may be paid in your final salary.
14.5 days
Keep in mind
  • This calculator provides an estimate. Your final pay may include payment for accrued holiday and any notice pay if you are dismissed without working your notice.
  • Statutory notice periods are based on full years of service. Part-years are rounded down.
  • If your contractual notice is longer than the statutory minimum, you must give the contractual notice.
  • Always check your employment contract for specific terms regarding notice and holiday accrual.

Indicative result, calculated from the details and the rules listed below. It does not replace an official calculation or advice from a professional.

Prepare the document now

With the result already worked out, you can fill in the document right away.

The editor opens with the calculator details already entered.

Letter of Resignation
You may also need

Notice Periods in the UK

A notice period is the length of time an employee or employer must give to end an employment contract. It allows for a handover and preparation for the change. Both statutory minimums set by law and contractual terms agreed in your employment contract determine the required notice.

How Notice Periods Are Calculated

The rules differ depending on who is giving notice.

Employee Resignation: The statutory minimum notice an employee must give is 1 week, but only if they have been employed for at least one month. If employment is less than one month, no statutory notice is required. This 1-week minimum applies regardless of length of service beyond one month. However, your contract may require a longer period, such as one month, which you must then provide.

Employer Dismissal: The statutory minimum notice an employer must give depends on the employee's length of continuous service:

  • Less than one month: No statutory notice is required.
  • Between one month and 2 years: 1 week.
  • 2 years or more: 1 week for each full year of service, up to a maximum of 12 weeks.

Again, if the contract stipulates a longer notice period, the employer must honour it.

Example Calculation

Sarah has worked for her company for 6 years and 4 months. Her contract states a 3-month notice period. She decides to resign.

  • Statutory minimum for an employee (service > 1 month): 1 week.
  • Contractual notice: 3 months (approx. 13 weeks).
  • The applicable notice is the greater of the two: 13 weeks.
  • If Sarah hands in her notice on 20th October 2026, her last working day will be approximately 19th January 2027.

Accrued Holiday Pay

When employment ends, you are entitled to pay for any holiday you have accrued but not taken. Holiday typically accrues proportionally throughout the year. For example, an employee with 28 days annual leave who leaves halfway through the holiday year may have accrued 14 days. If they have already taken 10 days, they would be owed pay for 4 days.

Frequently Asked Questions

Can I be paid in lieu of notice (PILON)? Yes, if your contract allows it or your employer agrees, they can pay you for your notice period instead of requiring you to work it.

What if I'm dismissed for gross misconduct? An employer can dismiss without notice (summary dismissal) in cases of gross misconduct.

Does garden leave count as serving notice? Yes, if you are placed on garden leave, you are still employed and serving your notice period, even if you are not required to work.

Next Steps: Preparing Your Documents

Once you know your notice period and last working day, you should formalise the end of employment. For employees resigning, a Letter of Resignation is essential. It should state your last working day clearly. For employers dismissing an employee, a formal Employee Dismissal Letter is required, detailing the reason and the notice arrangements.

Frequently asked questions

What is the legal minimum notice I have to give my employer?

If you have worked for at least one month, the statutory minimum is one week. However, you must check your contract as it may require a longer period.

How much notice must my employer give me?

It depends on your length of service: No statutory notice if under one month; 1 week if employed between one month and 2 years; 1 week per full year of service between 2 and 12 years (maximum 12 weeks). Your contract may specify more.

Do I get paid for unused holiday when I leave?

Yes. You are entitled to pay for any accrued statutory holiday you have not taken by your last day of employment.

Can my employer tell me not to work my notice period?

Yes, they can place you on 'garden leave' or pay you in lieu of notice (PILON), but this depends on your contract or mutual agreement.

What if I haven't worked for a full month?

No statutory notice is required from either side if employment ends within the first month, unless your contract states otherwise.

How is my last day calculated?

Your last day is the notice given date plus the number of days in the applicable notice period. Remember to count calendar days, not just working days.

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