Notice Period Calculator — Find Your Last Working Day

It depends on your employment contract. Most contracts count notice in calendar days, which includes weekends and public holidays. Some contracts — particularly in finance, law, and professional services — specify working days only, which excludes weekends. Check the exact wording in your contract. If it says 'days', assume calendar days unless it explicitly says 'working days' or 'business days'. Use this calculator with the matching counting method to get the right answer.

Notice typically starts the day after you hand in your resignation, not on the day itself. Some contracts specify it starts the same day the employer receives written notice; others start the following business day. Check your contract wording. In practice, most HR departments begin counting from the next calendar day after receiving your formal resignation letter or email. Enter the date you plan to give notice in this calculator — the result will show your last day counting from that date.

Yes — your employer can ask you to leave early (payment in lieu of notice, or PILON), but they must pay you your full notice period salary unless your contract contains a PILON clause that allows them to make an immediate payment instead. Garden leave is another option: you remain employed and paid but do not attend the office. In either case, your formal last working day and final pay date are contractually protected. If you are placed on garden leave, you generally cannot start a new job until the notice period ends.

This is more common than people expect. If the strict calculation puts your last day on a Saturday or Sunday, most employers will treat the preceding Friday as your effective last working day. However, your pay may still run to the Saturday or Sunday date. Confirm with your HR team whether the last working day or the last calendar day determines your final pay date. This calculator flags weekend last days and shows the nearest preceding Friday as your practical last working day.

Yes, and it is often successful — especially if you have a good relationship with your manager and are handing over properly. The key is to propose a mutual agreement in writing: specify the shortened end date, confirm what handover you will complete, and make it easy for the employer to agree. Give a reason that is professional rather than personal: a fixed start date at the new employer is more compelling than a vague request to leave early. Do not assume your notice is shortened until you have written confirmation. Without it, your contractual notice period still applies.