Notice period calculator: last working day, buyout and final dues
Resigning starts a countdown, and this notice period calculator tells you where it ends. Enter the resignation date and your notice period in days, weeks or months; it returns the last working day, counted in calendar days or in working days with your weekly offs and holidays skipped. If you want to leave sooner, it works out how many days you are short, sets off leave where your policy allows, and prices the buyout at gross or basic pay per day.
It also shows the date by which your full and final settlement is due, and copies or downloads a short summary for your resignation email or HR ticket. Employees, managers and HR teams use it to agree a relieving date without counting on a calendar. Everything is calculated in your browser. Notice terms come from your appointment letter and policies, so treat the result as an estimate, not legal advice.
How to use the Notice Period Calculator
- Enter your Resignation date and the Notice period, then choose days, weeks or months.
- Choose whether Day 1 is the resignation date or the next day, as your contract says.
- For a notice in days, pick Calendar days or Working days, and open Weekly offs and holidays to set your calendar.
- Tick the option to end on the previous working day if your employer never relieves people on an off day.
- To leave early, enter the Last day you want, your salary and any leave you may set off to see the buyout.
- Press Copy summary or Download summary to share the dates and amounts.
Notice Period Calculator features
Days, weeks or months
Calendar-month notices end the day before the same date; when that date does not exist, on the month’s last day.
Working-day notices
Counts only working days, skipping weekly offs (including alternate Saturdays) and your holiday list.
Buyout with leave set-off
Days short × one day’s gross or basic pay (÷ 30, 26 or 22), after any leave your policy lets you adjust.
Final settlement date
Two working days after you leave, as the Code on Wages requires.
Shareable summary
Copy or download a plain-text summary of every date and amount.
How the last working day is calculated
In calendar days, last day = day 1 + notice days − 1. With a 60-day notice and a resignation on Wednesday 14 October 2026, day 1 is Thursday 15 October and the last day is Sunday 13 December 2026: 60 calendar days containing 41 working days (one company holiday on 9 November). Many employers relieve people on the previous working day, Friday 11 December — tick the option to see that. For a notice in months, the period runs to the day before the same date: two months from 15 October ends on 14 December, and two months from 31 December ends on 28 February.
A working-day notice skips weekly offs and holidays: 40 working days from 15 October 2026, with 9 November off, end on Thursday 10 December.
Notice buyout and leave set-off
Buyout = (days short − leave set off) × monthly pay ÷ days in the month. Leaving on 30 November instead of 13 December leaves 13 days unserved. At a gross salary of ₹90,000 ÷ 30 that is ₹3,000 a day, or ₹39,000; if the policy lets you set off 5 days of leave, you pay for 8 days, ₹24,000, and on basic + DA of ₹45,000 only ₹12,000. Most employers recover the amount from the final settlement. The CBIC clarified in Circular 178/10/2022-GST (3 August 2022) that GST is not charged on notice pay recovered from an employee.
Leave set-off is not a right: many policies freeze earned leave during the notice period and encash it instead. Value your balance with the leave calculator.
Notice period rules to know
- India: for most employees the notice period is whatever the appointment letter or HR policy says — commonly 30, 60 or 90 days. For workers covered by standing orders, those govern. Under the Industrial Relations Code, s.70, an employer must give a worker with a year’s continuous service one month’s written notice, or wages in lieu, before retrenchment, plus compensation of 15 days’ average pay per completed year.
- Final dues: since 21 November 2025, the Code on Wages, s.17(2), requires wages due to an employee who resigns to be paid within two working days; gratuity follows its own timeline (see the gratuity calculator).
- United Kingdom: after one month in a job an employee must give at least one week’s notice unless the contract says more; employers owe one week per year of service, up to 12 weeks.
- United States: most jobs are “at will”; two weeks’ notice is a courtesy, unless a contract sets a period.
Rules used (as of October 2026)
Code on Wages, 2019, s.17(2) and Industrial Relations Code, 2020, s.70 (in force from 21 November 2025; labour.gov.in); CBIC Circular 178/10/2022-GST; UK Employment Rights Act 1996, s.86. Assumptions: a buyout counts the same kind of days as the notice; leave set off reduces the buyout one for one; the settlement date counts working days after your actual last day. For working-day counts over any range, use the business days calculator.
Notice Period Calculator FAQ
How do I calculate my last working day?
Add the notice period to the day after you resign (or the resignation date, if your contract says so) and subtract one day. The notice period calculator does this for days, weeks, months or working days.
Are weekends included in the notice period?
Usually yes: notice periods are normally calendar days, so weekends and holidays count. Some contracts say working days — switch to “Working days” if yours does.
How is notice period buyout calculated?
Multiply the unserved days by one day’s pay — monthly gross or basic ÷ 30 (or 26). Leaving 13 days early on ₹90,000 gross costs ₹39,000 at ÷ 30.
Can I adjust leave against my notice period?
Only if your employer’s policy allows it. Many freeze earned leave during notice and encash it in the final settlement instead.
When will I get my full and final settlement?
Under the Code on Wages, wages due on resignation must be paid within two working days of leaving. Gratuity and PF have separate timelines.
Is GST charged on notice pay recovery?
No. CBIC Circular 178/10/2022-GST clarified that notice pay recovered from an employee is not a supply, so no GST applies.