UK Notice Period Calculator
How to Use This Calculator
- Enter your employment start date to calculate your length of service
- Enter the date you gave or received notice (or today’s date if planning ahead)
- Select whether the employer or employee is giving notice (this affects statutory minimums)
- Choose your contractual notice period if stated in your employment contract, or select “Use Statutory Minimum Only”
- Select whether your notice is measured in calendar days or working days
- Choose when your notice period begins (check your contract for specific wording)
- Click “Calculate” to see your statutory entitlement, actual notice period, and last working day
Statutory Notice Periods Explained
Employer Giving Notice
When an employer terminates employment (redundancy, dismissal, or ending a contract), the statutory minimum notice periods are:
| Length of Continuous Employment | Minimum Statutory Notice |
|---|---|
| Less than 1 month | No statutory minimum |
| 1 month to less than 2 years | At least 1 week |
| 2 years to less than 3 years | 2 weeks |
| 3 years to less than 4 years | 3 weeks |
| 4 years to less than 5 years | 4 weeks |
| 5 years to less than 6 years | 5 weeks |
| 6 years to less than 12 years | 1 week per year of service |
| 12 years or more | 12 weeks (maximum) |
Employee Giving Notice
When an employee resigns, the statutory minimum is simpler:
- Less than 1 month employment: No statutory minimum required
- 1 month or more employment: Minimum 1 week notice
Notice Period Scenarios
Scenario 1: Statutory vs Contractual
Sarah has worked for 5 years. Her contract states 2 weeks’ notice, but statutory entitlement is 5 weeks (1 week per year). The employer must give 5 weeks because statutory is longer.
Scenario 2: Senior Position with Long Contract
James has worked for 3 years. His contract requires 3 months’ notice. Statutory would be 3 weeks, but his contractual 12 weeks applies as it’s longer.
Scenario 3: Employee Resignation
Emma has worked for 8 years and is resigning. Her contract says 4 weeks’ notice. She must give 4 weeks (statutory minimum for employees is only 1 week regardless of service length).
Scenario 4: Short Service
Tom has worked for 18 months. His contract says nothing about notice. Statutory minimum is 1 week for both parties.
Calendar Days vs Working Days
Notice periods can be calculated in two ways:
Calendar Days
Most common in the UK. The notice period includes all days – weekdays, weekends, and bank holidays. If you give 4 weeks’ notice on Monday 1st January, your notice period ends on Sunday 28th January, and your last working day would be Friday 26th January (assuming a standard Monday-Friday working week).
Working Days
Less common but sometimes specified in contracts. Only Monday to Friday count (excluding bank holidays). If you give 20 working days’ notice, this equals 4 working weeks but could span 5 or 6 calendar weeks depending on weekends and holidays.
Frequently Asked Questions
Yes, through gardening leave (you remain employed but don’t work) or payment in lieu of notice (PILON), where they pay you instead of requiring you to work. Both must be permitted in your contract or mutually agreed.
Failing to work your contractual notice period is a breach of contract. Your employer could take legal action or withhold payment. They might also refuse to provide a reference or give a negative one.
You can request holiday during your notice period, but your employer can refuse if it conflicts with business needs or handover requirements. You should be paid for any unused holiday entitlement in your final pay.
This depends on your contract wording. Common approaches include: the day you give notice, the day after you give notice, or the Monday following notice. Check your contract or employee handbook for specific terms.
Yes, your probationary period counts towards your continuous employment for calculating statutory notice. However, your contract may specify shorter notice periods during probation.
In cases of gross misconduct, your employer can dismiss you immediately without notice or payment in lieu. This is called summary dismissal and is only lawful for serious breaches like theft, fraud, or violence.
Yes, both parties can mutually agree to shorten the notice period. This should be documented in writing. However, your employer cannot force you to accept less than statutory minimum notice.
Yes, the same statutory and contractual notice periods apply during redundancy. You’re entitled to full pay during your notice period unless your contract includes PILON provisions.
Rights During Your Notice Period
Pay and Benefits
- You must receive your normal pay throughout the notice period
- Benefits (such as health insurance, car allowance) typically continue until your last day
- You continue to accrue holiday entitlement during notice
- Pension contributions should continue as normal
Sick Leave During Notice
If you’re off sick during your notice period, you’re entitled to Statutory Sick Pay (SSP) or contractual sick pay as normal. Your notice period continues to run even while you’re on sick leave.
Gardening Leave
During gardening leave, you remain employed and must:
- Continue receiving full pay and benefits
- Remain available if the employer needs you
- Not start work elsewhere (you’re still employed)
- Continue to abide by your employment contract terms
References
Employment Rights Act 1996 – UK Legislation, Part IX, Section 86
Available at: legislation.gov.uk/ukpga/1996/18/section/86
Gov.uk – Redundancy: your rights – Notice periods
UK Government Official Guidance on statutory notice requirements
Available at: gov.uk/redundancy-your-rights/notice-periods
Acas (Advisory, Conciliation and Arbitration Service) – Notice periods
Independent public body providing employment law guidance
Available at: acas.org.uk/notice-periods