Time & Dates

Notice Period End Date Calculator

Estimate when a notice period ends using calendar days, working days, UK bank holidays and final-working-day adjustments.

Calendar or working daysUK bank holidaysEstimate only

Notice period end date calculator

Enter the date notice is given, the notice length and how you want the days counted. The result is an estimate, not a legal decision.

The date resignation, dismissal or redundancy notice is given.
Used only when counting working days or adjusting the final day.
Useful when a provisional end date falls on a weekend or selected bank holiday.
Contract caveat: notice periods can depend on your contract, written statement, employment status, length of service and whether you resigned, were dismissed or made redundant.
Estimated notice end date
Enter a notice date to estimate the end date.
Final working day
Counting starts
Calendar days spanned
Working days counted
Weekends excluded
Bank holidays excluded
Estimate only. Check your contract, written statement and employer policy before relying on a notice-period date.

How the notice period end date calculator works

The calculator starts from the date notice is given, then counts the notice length using either calendar days or working days. Calendar days include weekends. Working days exclude weekends and, if selected, UK bank holidays for the chosen region.

Acas explains that notice periods depend on the circumstances and the contract or written statement. Use this calculator as a planning estimate, not as employment-law advice.

Calendar days vs working days

A calendar-day notice period counts every day on the calendar. A working-day notice period usually excludes weekends and may exclude bank holidays, depending on the contract or policy.

Counting methodWhat it usually means
Calendar daysEvery day is counted, including Saturdays and Sundays.
WeeksUsually a calendar period unless the wording says working weeks or working days.
Working daysWeekends are excluded; selected UK bank holidays can also be excluded.

UK bank holiday handling

The working-day option can exclude bank holidays for England and Wales, Scotland or Northern Ireland. GOV.UK publishes separate calendars because bank holidays differ by UK nation.

Where a bank holiday falls on a weekend, GOV.UK says a substitute weekday normally becomes the bank holiday. This matters for Christmas and Boxing Day calculations in some years.

Notice date formula

if counting from next day: start date = notice given date + 1 day else: start date = notice given date if calendar days: provisional end = add notice length in days, weeks or months if working days: count valid working days until the required notice length is reached if final-day adjustment selected: move result to the previous or next working day

Notice period examples

4 weeks from 1 JulyIf counted from the next day as calendar weeks, the provisional end date is 29 July 2026.
20 working daysThe calculator counts weekdays only, then removes selected UK bank holidays if a region is chosen.
Weekend end dateIf the provisional date lands on a Saturday, you can choose to move it to the previous or next working day.

Useful notice and date terms

Notice period end date FAQs

Does a notice period include weekends?

It depends on the wording. Calendar days and weeks usually include weekends, while working-day notice excludes weekends. Your contract or employer policy should be the source of truth.

Do bank holidays count in a notice period?

They usually matter when the notice period is counted in working days, or when the final working day is adjusted. Bank holidays can differ between England and Wales, Scotland and Northern Ireland.

Can this calculator decide my legal notice period?

No. It estimates the end date from the notice length you enter. Acas guidance and your contract or written statement matter if there is a dispute or uncertainty.

Planning dates around work?

Use the Time & Dates hub to count working days, compare date ranges and estimate notice-period end dates.

Calculatorz results are estimates only and are not legal or employment advice.