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Free UK HR calculator

Notice period calculator

Estimate the statutory minimum notice from employment dates, then compare it with the contract for an employer dismissal or employee resignation.

  • Free to use
  • No signup
  • Employer and employee routes
Use the calculator

Estimate the notice period

Choose who is giving notice, enter the dates and add the contractual notice if it is stated in weeks.
Who is giving notice?

The applicable notice is whichever is longer: the contract can add to the statutory minimum but never cut it.

5 weeksapplicable notice: the statutory minimum

The working

  1. Service from 2021-03-10 to 2026-07-28 = 64 complete months (5 complete years)
  2. 1 week per complete year: 5 years = 5 weeks
  3. Statutory minimum = 5 weeks
  4. No contractual notice entered. The applicable notice is the statutory minimum: 5 weeks

Worth knowing

  • A contract can only add to the statutory minimum, never cut it. If the contract says less, the statutory minimum still applies.
  • Notice PAY is its own calculation (and payment in lieu or garden leave are contract clauses). This tool works out the notice PERIOD only.
  • Service is estimated to the date notice is given using calendar anniversaries, including the month-end convention. Check the contract and the applicable UK jurisdiction before relying on the result.
  • Dismissal needs a fair reason and a fair process, whatever the notice arithmetic says: gross misconduct, fixed terms and redundancy each have their own rules. Acas guidance and advice come before action.

Basis: Statutory minimum notice as published on GOV.UK: employer notice 1 week (1 month–2 years' service), then 1 week per complete year (2–12 years), capped at 12 weeks; employee resignation minimum 1 week after one month or more of service.. This is an estimate using an official-source-backed calendar convention. Check the contract, facts and jurisdiction before relying on it.

Employment Rights Act 1996, section 86GOV.UK employer noticeGOV.UK resignation noticeDWP month-end convention
The method

How the notice estimate works

The direction changes the statutory rule. In either case, a longer contractual period still applies.
  1. 1

    Choose who gives notice

    Employer dismissal notice grows with complete years of service. Employee resignation notice stays at a one-week statutory minimum after one month or more.

  2. 2

    Measure service to the notice date

    The calculator uses calendar anniversaries, carrying a month-end start to the final day of a shorter target month.

  3. 3

    Compare the contract

    The applicable period is the longer of the statutory minimum and the contractual notice entered.

Worked example

Worked example: employer notice after five years

Employment started on 10 March 2021 and the employer gives notice on 28 July 2026.

Inputs

  • Employer giving notice
  • Start date: 10 March 2021
  • Notice date: 28 July 2026
  • No contractual period entered

Working

  1. Service from 2021-03-10 to 2026-07-28 = 64 complete months (5 complete years)
  2. 1 week per complete year: 5 years = 5 weeks
  3. Statutory minimum = 5 weeks
  4. No contractual notice entered. The applicable notice is the statutory minimum: 5 weeks

The estimated statutory minimum is 5 weeks.

Use it with context

The period is only one part of ending employment

Use the estimate to check a contract and plan dates. It does not decide whether a dismissal is fair or calculate termination pay.

This calculator covers

  • Employer statutory notice from complete service
  • Employee resignation minimum from one month
  • A contractual notice period stated in whole weeks
  • Month-end and leap-day calendar anniversaries

Check the full guidance for

  • Payment in lieu and garden-leave clauses
  • Accrued holiday, redundancy pay and final pay
  • Fixed terms, gross misconduct and disputed dates
  • Fair reason, fair process and the applicable UK jurisdiction
From calculation to record

Keep the dates and documents together

HollyHR keeps start dates, employment documents and leaver records with the person, so the notice calculation can be checked later.

See people records in HollyHR
Questions

About the notice period calculator

What statutory notice must an employer give?

The minimum is normally one week after one month of service and below two years, then one week for each complete year from two to twelve years, capped at twelve weeks.

What notice must an employee give when resigning?

An employee who has been continuously employed for one month or more must normally give at least one week's notice. A contract can require more.

Does the contract or statutory notice win?

Use whichever period is longer. A contract can give more notice than the statutory minimum but cannot reduce the statutory right.

How does the calculator treat a start date at month end?

It uses calendar anniversaries and carries a month-end start to the last day of a shorter target month. For example, 31 January to 28 February is treated as one complete month in a non-leap year.

Does the result include notice pay or holiday pay?

No. It estimates the notice period only. Notice pay, payment in lieu, garden leave, accrued holiday and redundancy pay need separate calculations and the contract terms.

Can the calculator decide whether a dismissal is fair?

No. A lawful dismissal needs the right reason and process as well as correct notice. Check Acas guidance and take advice for a contested or high-risk case.

Keep going

Useful next steps

GuideResignations and notice periods
TemplateEmployment contract template
GlossaryNotice period

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Keep start dates, terms and leaver records together, so each notice calculation can be checked against the employment record.

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