Notice Period Calculator

The Notice Period Calculator takes your resignation date and the notice period in your contract, and estimates the date your notice runs out — normally your last working day. It handles both of the conventions used in Indian workplaces: counting plain calendar days, or counting only the days you are rostered to work.

The result is an arithmetic estimate, not an HR decision. Your employer’s policy, any leave adjustment, a buyout arrangement or a handover extension can move the actual date, which is why the page asks you to confirm the final date with HR.

1. Pick the date you submitted (or plan to submit) your resignation.
2. Enter the notice period and choose days, weeks or months.
3. Select whether your employer counts calendar days or working days.
4. Set your working week and add any company holidays you know of.

Last working day = Resignation date + Notice period

Notice window = Day after resignation → Last working day (inclusive)

If you resign on 1 September and serve a 60 calendar-day notice, your estimated last working day is 31 October. With a Monday–Friday week, roughly 43 of those days are working days, and the rest are weekly offs.

The same resignation date under the four notice periods most commonly written into Indian employment contracts, counting calendar days.

Switching to working-day counting pushes every one of these dates later, because weekly offs and holidays no longer count towards the notice. On a Monday–Friday week, a 60 working-day notice spans roughly twelve calendar weeks rather than two months.

• You are deciding whether to resign this week or wait until next month.
• A new employer has asked for your earliest joining date.
• You need to plan a handover, knowledge transfer or leave before exit.
• You want to know how many days a buyout would need to cover.
• You are timing your exit around an annual bonus or appraisal payout.

• Calendar days versus working days. The single biggest source of confusion; your contract decides which applies.
• Accepted resignation date. Notice usually starts when the resignation is formally submitted or accepted, which may not be the day you told your manager.
• Leave balance. Some employers allow leave to offset notice; others do not permit leave during notice at all.
• Buyout. Paying for unserved days shortens the period, at the employer’s discretion.
• Garden leave or handover extension. Either can change the date in practice.

There is no single nationwide notice period in India. Thirty, forty-five, sixty and ninety days are all common, with longer periods typical in IT services and in senior roles. What applies to you is set by your employment contract and your employer’s policy, and in some cases by the applicable shops and establishments legislation of your state.

This calculator does not interpret your contract and nothing here is legal advice. If there is a dispute about your notice period or a buyout demand, take the contract to your HR team or a qualified professional.

• The notice period starts the day after the resignation date.
• A notice period in months moves the date to the same day in a later month.
• Working-day mode treats a week as five working days and a month as 22 working days.

Your employment contract and employer policy determine your actual notice period. Leave balances, garden leave, approvals and handover requirements can all shift the final date.

This calculator does not represent Indian employment law and is not legal advice. Always confirm your last working day with HR.

The formula above is the whole calculation — nothing is hidden, and every figure you enter stays in your browser. Read the calculator methodology for how formulas are chosen, how inputs are validated and how rounding is handled, or report a result that looks wrong.