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Estimate last working date from resignation date and notice period.
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The notice period is the formal bridge between the decision to leave and the actual last working day. For HR, it is a compliance and operations window: payroll must be prepared, clearance initiated, and replacement planning begun. Calculating the precise last working day — and understanding the options available during that period — begins with an accurate notice period end date calculation.
A notice period begins on the day after the notice is formally given — not the day it is written. The notice can be triggered by either the employee (resignation) or the employer (termination). The employment contract specifies the notice period length, but statutory minimums set a floor that cannot be contracted below.
Last Working Day = Notice Start Date + Notice Period Length
Example: Notice given on 14 March 2026, 1-month notice period → Last working day: 14 April 2026
Note: If the notice start date rule specifies the next calendar day, add 1 day to the start before applying the duration.
Not all notice periods are served on-site doing regular work. Employers have options on how the notice period is served:
Employee continues working their regular role until the last day. Knowledge transfer, handovers, and client transitions happen during this period. The most common arrangement for operational roles.
Employee is instructed to stay home (or at least away from the office) but remains on the payroll. Used to protect confidential information or client relationships, particularly for senior roles or those moving to a competitor.
Employer pays the employee the salary equivalent of the notice period and terminates employment immediately. The employment ends on the day PILON is made — not at the end of the notice window. Tax treatment of PILON varies by jurisdiction.
Both parties agree to waive the notice period entirely, or to a shorter period. Must be in writing. The employee cannot be forced to waive notice; agreement must be genuinely voluntary.
| Country | Employee Minimum | Employer Minimum | Based On |
|---|---|---|---|
| UAE | 30 days (post-probation) | 30 days | Contract — 30 days minimum |
| Saudi Arabia | 30 days (monthly paid) | 60 days | Contract or statutory |
| United Kingdom | 1 week (after 1 month service) | 1 wk/yr of service (max 12 wks) | Continuous service length |
| India | Contract-defined (30–90 days typical) | Same as employee | Contract / Standing Orders |
| Germany | 4 weeks to 15th or month-end | 1–7 months (by service) | BGB §622 — service length |
| Australia | 1 week (after 1 yr service) | 1–4 weeks + redundancy | Continuous service (Fair Work) |
When an employee leaves without serving the full notice period, the employer can typically deduct the monetary equivalent of the unserved days from the final settlement — provided this is permitted by the employment contract and applicable labor law. In the UAE, the equivalent salary of any unserved notice days is deductible from the final settlement.
Enter the notice start date and notice period length above for an instant end date result.
In most jurisdictions, notice periods are measured in calendar days — meaning weekends and public holidays count toward the notice duration. The notice end date does not automatically shift to the next working day when it falls on a weekend or holiday. However, if the contract specifies working days, only business days count and the calculation differs significantly.
No. PILON (Payment in Lieu of Notice) is the salary payment covering the unworked notice period — it replaces what the employee would have earned had they worked out their notice. Severance pay (or redundancy pay) is an additional statutory or contractual payment made on top of notice entitlements when a role is being eliminated. Both may apply in a redundancy situation.
An employer can only terminate without notice in cases of gross misconduct or other grounds specified in labor law (e.g., UAE Labor Law Article 44 summary dismissal provisions). Otherwise, the employer must either have the employee serve the notice or pay PILON. Dismissal without notice or PILON, except on valid summary dismissal grounds, constitutes wrongful termination in most jurisdictions.
In the UAE, if an employee falls sick during the notice period, the notice period continues to run concurrently with sick leave — it does not pause. In the UK, notice continues to run during sick leave, but statutory sick pay and notice pay rules interact in specific ways. Always check the applicable jurisdiction's rules before assuming notice is paused by an absence.
Disclaimer: This calculator is for informational purposes only and does not constitute legal or financial advice. We do not guarantee the accuracy or completeness of the results. Please consult a qualified professional for advice specific to your situation.