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Notice Period Calculator
Find your last working day and the cost to buy out unserved notice. Accurate, instant and free — for India · UK · US.
What these mean:
What these mean:
Last working day: Tuesday, 1 September 2026. Buy-out for 62 unserved days: ₹3,10,000 (30-day basis).
How your last working day and buy-out are calculated
The calculator combines three pieces of logic: precise calendar-month date arithmetic (with month-end carry and weekend roll-forward) to find your last working day; a buy-out cost formula based on your daily gross rate; and an inline statutory-minimum lookup that flags the legal floor for your jurisdiction.
Last working day
Resignation date + notice length
Months use calendar-month carry: 31 Jan + 1 mo = 28/29 Feb (never ×30). Weekend roll: if result is Sat/Sun, advance to Monday.
When notice is expressed in months, the calculator uses date-library month arithmetic so month-end edge cases (January, February in a leap year) are handled correctly. When expressed in days or weeks, the raw day count is added directly (calendar-day mode) or the calculator advances one working day at a time, skipping weekends and public holidays (working-day mode).
Notice buy-out cost
Daily rate × unserved days
Most employers use ÷30 (calendar days). The ÷22 working-day variant gives a higher daily rate — check your contract.
The buy-out is the amount you pay your current employer to be released before the contractual notice expires. Both the ÷30 (calendar days, most common in India) and ÷22 (working days, some employers) results are shown so you can match whichever denominator your contract uses.
Statutory minimums by country
Legal floor — contractual notice applies if longer
| Country | Employee statutory minimum (resignation) | Source |
|---|---|---|
| India | None statutory — governed by employment contract (market norm: 30/60/90 days by seniority) | ID Act 1947 s.25F (employer retrenchment only) |
| UK | 1 week (flat, after ≥1 month service) — ERA 1996 s.86 | legislation.gov.uk |
| Germany | 4 calendar weeks, effective on the 15th or month-end (BGB §622 snap-to-date rule) | gesetze-im-internet.de |
| US | None (at-will employment); 2 weeks is a professional norm, not a legal requirement | No federal minimum |
When a contractual notice period is longer than the statutory minimum, the contractual period governs. The calculator flags when a user-entered value falls below the statutory floor for the selected country and tenure combination — it never silently shortens the result.
A complete notice-period calculation, step by step
Gross monthly salary ₹1,50,000; contractual notice 90 days; resignation date 3 June 2026 (Wednesday); days already served (before new employer’s requested start date of 1 July 2026): 28 days.
- 1Last working day: 3 June 2026 + 90 days = 1 September 2026 (Wednesday — a working day, no roll-forward needed).
- 2Unserved days: 90 − 28 = 62 unserved days.
- 3Daily rate (÷30): ₹1,50,000 ÷ 30 = ₹5,000/day.
- 4Buy-out (÷30): ₹5,000 × 62 = ₹3,10,000.
- 5Daily rate (÷22, working-day variant): ₹1,50,000 ÷ 22 ≈ ₹6,818.18/day; × 62 ≈ ₹4,22,727.
Buy-out tax treatment (India)
Frequently asked questions
Add your notice length to your resignation date. If notice is in months, use calendar-month arithmetic with month-end carry (31 Jan + 1 month = 28/29 Feb, never ×30). If the raw result lands on a Saturday or Sunday, advance to the following Monday. For example: resign on 3 June 2026 with 3 months notice → 3 September 2026 (Thursday) is the last working day.
Buy-out cost = (monthly gross ÷ 30) × unserved days, where unserved days = required notice − days already served. Most Indian employers use 30 calendar days as the divisor; some use 22 working days, which gives a higher daily rate. For example: ₹1,50,000 gross, 90-day notice, 28 days served → unserved = 62; buy-out at ÷30 = ₹3,10,000; at ÷22 = ₹4,22,727.
There is no general statutory minimum for employee resignation in India. Notice obligations for most white-collar and IT staff are purely contractual — typically 30 days for junior roles, 60 days for mid-level, and 90 days for senior hires. The Industrial Disputes Act 1947 s.25F sets a 1-month notice + severance for employer-initiated retrenchment of "workmen", but this is an employer-side rule and does not create a resignation floor for knowledge workers.
Under the Employment Rights Act 1996, s.86, an employee employed for at least 1 month must give a minimum of 1 week’s notice when resigning. This is a flat floor — it does not scale with tenure. Your contract usually specifies a longer period (often 1–3 months), which applies if it exceeds the statutory minimum. The Employment Rights Act 2025 (Royal Assent Dec 2025) did not amend s.86 notice.
Most US employment is "at-will": either party can end the relationship at any time with no advance notice required. The widely cited "2 weeks' notice" is a professional norm, not a legal requirement. No federal law and almost no state law requires an employee to give resignation notice. (The WARN Act applies to employers with 100+ employees facing mass layoffs — it is an employer-side obligation and does not affect individual resignations.)
If you self-pay the buy-out amount to your employer, it is treated as a capital loss and is not deductible against your salary income (ITAT Nandinho Rebello v DCIT, 2017). If your new employer reimburses you for the buy-out, that reimbursement is a taxable perquisite under s.17(2) of the Income Tax Act. Statutory entitlements such as PF and gratuity cannot be withheld because of unserved notice. The new Income Tax Act 2025 (replacing the 1961 Act for TDS from 1 April 2026) does not change this treatment.
Method, assumptions & references
Methodology: last-working-day calculation uses calendar-month arithmetic with month-end carry (never ×30 for months) and weekend roll-forward to the next Monday. Buy-out formula is (gross monthly ÷ 30) × unserved days (India market standard); the ÷22 working-day variant is shown informally. UK statutory floor: ERA 1996 s.86 — 1 week after 1 month service, flat, not tenure-scaled; unchanged by the Employment Rights Act 2025. India: no employee-resignation statutory floor for knowledge workers; ID Act 1947 s.25F is an employer-retrenchment rule only. US: at-will employment — no statutory minimum; 2 weeks is a professional norm. Data last reviewed 2026-06-10.
Results are estimates based on your inputs
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