How It Works

Most employment contracts require you to give advance notice before leaving. This calculator figures out exactly when your notice period ends so you know your last day of work. The calculation depends on whether your contract counts calendar days (including weekends) or business days only.

For calendar day counting, the formula is straightforward:

For business day counting, we skip weekends:

The 1.4 multiplier accounts for weekends. If you need to work 10 business days, that’s actually about 14 calendar days because weekends don’t count. The calculator handles this automatically and shows you the breakdown so you can see exactly how many weekend days fall within your notice period.

One thing to watch out for: some contracts say your notice starts the day after you resign, while others count the resignation day itself as day one. Check your employment contract or ask HR if you’re not sure. This calculator assumes the resignation date is day one of your notice period.

Common Questions About Notice Periods

What if my last day falls on a weekend?

If your calculated last day lands on a Saturday or Sunday, your actual last working day is usually the Friday before (assuming a standard Monday to Friday schedule). Some companies might push it to the following Monday, but most prefer to close things out before the weekend. The calculator shows you what day of the week your end date falls on so you can plan accordingly.

Does my notice period include public holidays?

Yes, in most cases. Public holidays typically count toward your notice period whether you’re using calendar days or business days. Think of it this way: if you’re still technically employed on that day, it counts. The exception would be if your contract specifically excludes holidays, but that’s pretty rare. This calculator doesn’t account for specific holidays because they vary by location and company, so factor those in separately if needed.

Can my employer waive my notice period?

Absolutely. Your employer can let you go earlier than your notice period requires, and sometimes they do (especially in sensitive roles or if they want to bring in your replacement sooner). They might pay you for the full notice period anyway (called “garden leave” or “pay in lieu of notice”), or they might just end things early. You can also ask to leave sooner, though whether they’ll agree depends on your situation and how easy you are to replace.

What happens if I quit without giving proper notice?

You’re technically breaking your contract, which could have consequences. Some employers will dock your final paycheck, withhold references, or (rarely) pursue legal action for damages if your sudden departure costs them money. In practice, most companies just move on, but burning bridges isn’t great for your career. If you absolutely need to leave immediately, talk to your employer first. They might be more understanding than you think.

Is one month always 30 days?

Not quite. When your contract says “one month notice,” that usually means calendar months, not 30 days. So if you resign on January 15th with one month notice, your last day would be February 15th (31 days later if it’s not a leap year). If you resign on January 31st, your last day might be February 28th or March 2nd depending on how your employer interprets “one month.” This calculator uses precise date math: one month from your resignation date means the same day number in the next month.

Do I use calendar or business days?

Check your employment contract or employee handbook. It should specify clearly. If it just says “two weeks notice” without clarifying, that almost always means 14 calendar days (two full weeks). If it says “10 working days” or “10 business days,” then you only count Monday through Friday. When in doubt, ask HR before you resign. Getting this wrong could mean leaving before your notice period is actually up, which creates problems for everyone.

Example Notice Period Scenarios

These examples assume standard Monday to Friday working weeks. Your actual situation may vary based on your employment contract, local labor laws, and company policies. Always verify with your HR department before making final plans.