UK · Employment Rights
Free Notice Period Calculator UK 2026
You will need: your employment start date, who is giving notice, and the date notice is being given.
Calculate your statutory notice period based on length of service under the Employment Rights Act 1996. · Verified from gov.uk
Reviewed by Abdul Rafay (verified against ERA 1996 s.86 and gov.uk) · Published 5 May 2026 · Last verified: 30 May 2026
Common notice period lengths
1 month notice
If your contract says 1 calendar month, check the exact end date in your contract or employer policy. If it says 4 weeks, tick the contractual box and enter 4 weeks.
3 months notice
If your contract says 3 calendar months, do not convert it loosely to 13 weeks. If it says 13 weeks, tick the contractual box and enter 13 weeks.
4 weeks notice
Typical in retail and hourly-paid contracts. Tick the contractual box and enter 4 weeks (28 days). Four weeks is not the same as 1 calendar month, which varies between 28 and 31 days.
6 months notice
Senior and executive roles. Tick the contractual box and enter 26 weeks. Statutory minimum still applies if your contract specifies less.
How Notice Periods Are Calculated in the UK
Under the Employment Rights Act 1996, UK employers must give at least 1 week of notice per complete year of service, capped at 12 weeks. Employees resigning give a flat 1 week minimum once they have at least 1 month of continuous employment.
Resignation vs. dismissal: the notice formula differs
If you are resigning, your statutory minimum is usually 1 week once you have at least 1 month of service. It is only when your employer dismisses you that notice scales: 1 week from 1 month to under 2 years, then 1 week per complete year of service, up to 12 weeks.
Employer giving notice
1 week from 1 month, then 1 week per full year. Maximum 12 weeks.
Employee resigning
1 week from 1 month. It does not increase with years of service.
| Length of service | Employer giving notice | Employee resigning |
|---|---|---|
| Less than 1 month | None | None |
| 1 month to 2 years | 1 week | 1 week |
| 2 years | 2 weeks | 1 week |
| 3 years | 3 weeks | 1 week |
| 5 years | 5 weeks | 1 week |
| 10 years | 10 weeks | 1 week |
| 12+ years | 12 weeks (max) | 1 week |
Edge cases
UK Statutory Notice Period Rules
- 01
Contractual notice overrides statutory
Your employment contract may specify a longer notice period: 1 month, 3 months, or more. That higher figure always applies. An employer cannot give you less than the statutory minimum, but both parties can agree to more.
- 02
Payment in lieu of notice (PILON) ends employment immediately
If your contract includes a PILON clause, your employer can end your employment immediately and pay you the equivalent of your notice period salary. You do not need to work the notice period.
- 03
On garden leave you are paid in full but not required to work
Your employer can tell you not to come in during your notice period but must still pay you in full, including all contractual benefits. You remain an employee throughout and cannot start a new job unless the garden leave clause in your contract permits it.
- 04
Gross misconduct dismissal requires no notice
This bypasses both statutory and contractual notice entirely, including any PILON or garden leave provisions. The employer still owes wages already earned up to the date of dismissal.
- 05
Both parties can agree in writing to waive or shorten notice
Both parties can agree to reduce or waive the notice period. This should be put in writing (an email is sufficient). Without agreement, either side walking away early risks a breach of contract claim.
- 06
The same statutory formula applies across England, Wales, Scotland, and Northern Ireland
England, Wales, Scotland, and Northern Ireland use the same formula. Northern Ireland operates under the Employment Rights (Northern Ireland) Order 1996, with identical thresholds and caps.
Frequently asked
UK Notice Period Questions
How long is my notice period in the UK?
If your employer is dismissing you, you get 1 week from 1 month of service, scaling to 1 week per complete year of service from 2 years up to a maximum of 12 weeks. If you are resigning, the statutory minimum is a flat 1 week once you have been employed for at least 1 month, regardless of how long you have worked there. Your contract may specify a longer period for either side, which always takes precedence.
What is the difference between statutory and contractual notice?
Statutory notice is the legal minimum under the Employment Rights Act 1996. Contractual notice is what your employment contract states. Whichever is higher applies. Many roles specify 1 to 3 months in the contract, which overrides the statutory minimum.
If I resign, how much notice do I need to give?
The statutory minimum when resigning is 1 week, provided you have been employed for at least 1 month. During the first month there is no statutory minimum, though your contract can still require notice. The 1-week statutory minimum does not increase with years of service. If your contract specifies a longer period (e.g. 1 month), you must honour that instead.
Can my employer pay me instead of working my notice?
Yes, if your contract includes a payment in lieu of notice (PILON) clause. Your employer pays the equivalent of your notice-period salary and your employment ends immediately. Without a PILON clause, terminating you early without full notice pay would likely constitute wrongful dismissal, giving you grounds to recover the pay you were denied.
What happens if my employer does not give me the correct notice?
You can usually claim wrongful dismissal and recover the notice pay you were denied. In Great Britain this is handled by an employment tribunal; in Northern Ireland it is handled by an industrial tribunal. The deadline for a wrongful dismissal claim is 3 months minus one day from the date your employment ended. Act quickly.