Employee resignation notice
Resigning employees should confirm how much notice they are giving, the expected last working day, and whether any holiday will be used or paid. Written notice is safest because it gives both sides a clear date trail.
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Employer notice
Employer ends employment
Use this for dismissal, redundancy, or another employer-led end of employment where statutory minimums matter.
UK notice period guide
How much notice do I need to give to leave my job?
If you have worked for your employer for at least one month, the legal minimum is usually one week's notice. Your employment contract can require more. Use the calculator above to compare statutory and contractual notice, then plan the last day, final pay, holiday, P45, and employer leaver admin.
Quick answer for employees
Check your contract or written statement first. If it gives a longer notice period than the legal minimum, the contractual notice is normally the amount you need to give.
- Less than one month: usually no statutory notice unless your contract or agreed terms require it.
- At least one month: usually at least one week's notice.
- Contract says more: use the contract, or agree a shorter date with your employer in writing.
- Notice start date: unless the contract says otherwise, notice usually starts the day after you resign.
How it works
How the notice period calculator works
- 1. Choose who is giving notice. The statutory minimum is different for employee resignations and employer-led termination.
- 2. Add service and contract details. The tool calculates statutory notice, converts the contract value, and compares the two.
- 3. Estimate the final employment date.Notice usually starts the day after notice is given, so the result shows the notice start date and final employment date.
Employer leaver admin
Employers should confirm the resignation in writing, tell the employee their notice period, agree the last day, close off holiday and final pay, and make sure payroll, P45, records, and access changes are handled on time.
What to check before the final day
If you are leaving a job
- Contract notice period and whether notice must be in writing.
- Expected final employment date and handover expectations.
- Holiday you want to take during notice or holiday owed in final pay.
- When you will receive final pay, payslip, and P45.
If you manage leavers
- Written resignation, notice period, and agreed last working day.
- Holiday balance, deductions, expenses, benefits, and final payroll cut-off.
- Whether the employee works notice, takes holiday, receives PILON, or is put on garden leave.
- Document retention, P45, employee access, and offboarding tasks.
Official sources for this guide
This guide is general information for UK notice period and payroll planning. It is not legal advice. Always check the employment contract, written statement, staff policies, settlement terms, and current official guidance for the specific situation.
UK employment notice rules
Notice Period Calculator — FAQ
Understand your obligations and rights regarding notice periods in the UK.
If you have worked for your employer for at least one month, you must usually give at least 1 week's notice to resign unless your contract requires more.
If you have worked for less than one month, there is usually no statutory notice requirement unless your contract, written statement, or agreed terms say otherwise.
If there is no written contract and no notice period has been agreed, employees who have worked for at least one month should usually give at least 1 week's notice.
GOV.UK guidance says the notice period usually runs from the start of the day after notice is given. This calculator follows that convention when estimating the final employment date.
You can ask your employer to agree a shorter notice period. If they do not agree and you leave early anyway, you may be breaching your contract.
You can ask to take holiday during your notice period, but your employer can decide whether to approve it. Untaken statutory holiday should usually be paid when you leave.
PILON means payment in lieu of notice. Garden leave means the employee remains employed and paid during notice but is told not to work for some or all of that period.
This calculator is for general payroll and HR planning. Contracts, settlement agreements, gross misconduct, redundancy rules, and local policies can change the final position.
