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Notice Period Calculator
Use this free notice period calculator to find your last working day after you hand in your resignation. Enter the date you resign and the length of notice in your contract, and it works out the date your notice ends, your last working day, the total calendar days in the notice period, and how many working days you will actually be in the office. It handles notice given in days, weeks or calendar months, and works for five, six or seven-day working weeks.
How the notice period calculator works
The calculator adds your notice period to your resignation date. Notice in days is added day by day, notice in weeks is multiplied by seven, and notice in months moves to the same date in the later month — one month from 9 November is 9 December, while one month from 31 January is 28 February (29 February in a leap year), because February is shorter. That end date is the date your notice period finishes.
Your last working day is usually either that end date itself or the day before it, and contracts differ on which one applies. Many employers treat the day the notice expires as the final day of employment, so a one-month notice starting 9 November ends with a last working day of 9 December. Others count the notice as running up to, but not including, the end date, which makes the last working day 8 December. The calculator gives you both options so the result matches the rule your employer uses — pick the one in your contract, or ask HR if it is not clear.
The two day counts answer different questions. The calendar days figure is the full length of the notice period, weekends included: a two-week notice is always 14 calendar days. The working days figure counts only the days you actually work, starting the day after you resign and ending on your last working day. On a Monday-to-Friday schedule, a two-week notice contains 10 working days; on a six-day week it contains 12. Working days are what matter for handing over projects, using up leave, and planning your final week.
Worked example
A marketing manager resigns on Monday, 9 November 2026. Her contract requires one month of notice, she works Monday to Friday, and her employer counts the last working day as the day before the notice ends.
Step 1: Add one calendar month to 9 November 2026 — the notice period ends on 9 December 2026, which is 30 calendar days later.
Step 2: The last working day is the day before the notice ends, so it is Tuesday, 8 December 2026.
Step 3: Count the working days from 10 November to 8 December, skipping Saturdays and Sundays: 10–13 November (4 days), 16–20 November (5), 23–27 November (5), 30 November to 4 December (5), and 7–8 December (2) — a total of 21 working days.
Step 4: Her first day free is Wednesday, 9 December 2026, which is also the earliest date she can start a new job without overlapping her old one.
If her employer had counted the end date itself as the last working day, the answer would be Wednesday, 9 December 2026, with 22 working days — one day more. That single day is the most common source of confusion in notice calculations, so always confirm it in writing.
Common notice periods
Notice periods vary a lot by role and by contract. Junior and entry-level roles often have one or two weeks of notice, mid-level professional roles commonly have one month, and senior managers and executives often have three months, sometimes six. Probation periods usually carry much shorter notice — often one week, or even a single day. Fixed-term contracts may have no notice period at all beyond the end date written into the contract.
Whatever your contract says, three habits make leaving smoother. First, resign in writing and keep a copy, because the resignation date in the letter is the date the notice clock starts from. Second, ask HR to confirm your last working day, any unused holiday you will be paid for, and whether your notice will be worked, spent on garden leave, or paid in lieu. Third, check whether your contract has a clause that lets your employer extend your notice or hold you to a longer period than the one you expected — it is much easier to negotiate that before you resign than after.
FAQ
How do I calculate my last working day from my notice period?
Add your notice period to your resignation date. If you resign on 9 November with one month of notice, the notice period ends on 9 December. Whether 9 December itself is your last working day depends on your contract: many employers treat the day the notice ends as the last day, while others count the last working day as the day before. This calculator lets you choose either way, so the date it shows matches the rule your employer uses.
Does the notice period include weekends?
Yes, the notice period itself runs in calendar days, so weekends count toward it. A two-week notice is 14 calendar days, even though it only contains 10 working days for someone on a Monday-to-Friday schedule. That is why this calculator shows both numbers: the total calendar days in your notice and the working days you will actually be in the office.
What if my last working day falls on a weekend or public holiday?
If the calculated last day lands on a Saturday, Sunday or public holiday, most employers move it to the last working day before it, so your final day in the office is a Friday or the day before the holiday. Check your contract or ask HR, because some employers instead extend the notice to the next working day. Either way, agree the date in writing before you book travel or start a new job.
Can my employer ask me to leave earlier than my notice period ends?
Yes, in many cases. An employer can place you on garden leave, where you stay employed and paid but do not come in, or agree an earlier leaving date with you. If they end your employment early without your agreement and without paying the notice, that can be a breach of contract. The exact rules depend on your contract and local employment law, so check both before you agree to anything.
What is the difference between a calendar month and 30 days of notice?
A calendar month runs from a date in one month to the same date in the next month, so one month from 9 November is 9 December, which is 30 days. But one month from 15 January is 15 February, which is 31 days, and one month from 31 January is 28 February (29 in a leap year). Thirty days of notice is always exactly 30 days, whatever the month. Always check whether your contract says months or days, because the two can give different leaving dates.