When does my notice period end?

How a notice period is actually counted

The single biggest source of confusion is whether notice is measured in days or in calendar months. "One month's notice" almost never means thirty days. In the UK and across most of Europe it means a calendar month: resign on the 14th and your last day is the 14th of the following month. That distinction can move your leaving date by two or three days, which matters when it decides whether you accrue another month of pension, hit a bonus vesting date, or start a new role on time. This calculator handles the month case correctly by landing on the same day-of-month and clamping to the last valid day when the target month is shorter, so 31 January plus one month resolves to 28 or 29 February rather than spilling into March.

30, 60, and 90-day notice periods

Day-based notice is common in the United States for senior and executive roles, and in many fixed-term and consultancy contracts worldwide. A 30-day notice given today ends roughly a month out; 60 and 90-day notices push the end date two and three months forward respectively. Because these are counted as calendar days, every weekend and public holiday falls inside the window; the clock does not pause. If your contract instead specifies working days, you should count business days only. The working days calculator handles that case by skipping weekends and the public holidays of the country you pick.

UK statutory minimum notice

The Employment Rights Act 1996 sets a floor that a contract can improve on but never undercut. Once an employee has been continuously employed for one month, the employer must give at least one week's notice. After two years that grows to one week for every complete year of service, capped at twelve weeks once service reaches twelve years. An employee, in turn, must give at least one week after the first month. Switch the basis to "UK statutory" above and enter your completed years of service to see the statutory date, then compare it against whatever your contract says. The longer of the two is what applies.

At-will employment and customary notice

Most private-sector employment in the United States is at-will, meaning neither side is legally required to give advance notice at all. The two-week notice that feels mandatory is a professional convention, not a statute. Some contracts, equity agreements, and garden-leave clauses change that picture, so the "US at-will" basis here is a reminder that the date you calculate is a courtesy target rather than a legal obligation unless your specific agreement says otherwise.

Probation end dates and review timing

Probation periods run from your start date for the agreed number of months, typically three or six. The risk is letting the end date pass quietly: in many jurisdictions an employee who is not actively confirmed or extended before probation lapses automatically becomes permanent on full terms, including the longer notice that comes with it. The probation panel above measures the period from the same start date and surfaces a review date one week early so the confirmation conversation is never left to the final day. If you simply need the gap between two arbitrary dates, the days-between tool gives you the raw count in days, weeks, and months.

Why the exact date matters

Notice dates quietly determine a surprising amount: your final salary run, holiday accrual and any payment in lieu, the cut-off for restricted-stock vesting, eligibility for a bonus, the start of any non-compete or garden-leave window, and the handover timeline your team plans around. Getting the date wrong by even a couple of days can cost real money or strand a project mid-handover. Share the calculated link with your manager or HR so everyone is working from the same end date, and add it to your calendar so the milestones around it, the review meeting, equipment return, and final payslip, are scheduled from a single source of truth.