What is a notice period?
A notice period is the amount of time between giving or receiving notice and the date employment is expected to end.
A notice period is the time between notice being given and the expected end of employment. It can apply when someone resigns, is dismissed, is made redundant or leaves under another agreed arrangement.
The length and counting method can depend on the contract, written statement, employment status and reason for leaving. A notice period may be expressed in calendar days, weeks, months or sometimes working days.
How a notice period works
A notice period usually starts from a stated notice date, then runs for the length given in the contract or legal minimum. The practical end date depends on whether the period is counted from the same day, the next day, calendar days, working days or full weeks or months.
Notice length tells you how long the period is. The contract wording tells you how to count it. The final working day may then need a separate check.
For an estimate, use a date calculator. For a formal employment decision, check the actual contract, written statement, HR policy or employment adviser guidance.
Why contract wording matters
Notice wording is not always identical. “Four weeks’ notice” can behave differently from “one month’s notice”, and “20 working days” is different from “20 calendar days”. Some contracts also specify whether notice starts on the day it is given or the day after.
| Wording | What it usually means | What to check |
|---|---|---|
| 7 days | Seven calendar days unless the wording says otherwise. | Whether the start date is included. |
| 4 weeks | Usually 28 calendar days. | Whether the final day falls on a non-working day. |
| 1 month | Usually the same date in the next month, where possible. | How month-end dates are handled. |
| 20 working days | Counts working days only. | Whether weekends and bank holidays are excluded. |
Calendar days vs working days
A calendar-day notice period counts every day, including weekends. A working-day notice period normally excludes non-working days. If UK bank holidays are excluded, the region matters because England and Wales, Scotland and Northern Ireland do not always share the same dates.
Example:
Notice given: Monday
Notice length: 5 calendar days
Likely count: Monday to Friday or Tuesday to Saturday, depending on start rule
Notice length: 5 working days
Likely count: weekdays only, with any excluded bank holidays skippedThis is why a notice-period end date calculator should ask whether to use calendar days or working days, and whether to adjust the final date to a working day.
Notice end date vs final working day
The notice end date and final working day can be the same, but they are not always identical. For example, if the calculated end date falls on a Saturday, Sunday or non-working day, the practical final working day may be the previous working day or the next working day depending on the contract or agreement.
Notice period FAQs
Does a notice period include weekends?
It can. If the notice period is written in calendar days, weekends are usually counted. If it is written in working days, weekends are normally excluded.
Do bank holidays count in a notice period?
They may count if the notice period is based on calendar days. They may be excluded if the wording says working days or if the contract specifically excludes bank holidays.
Is one month’s notice the same as four weeks?
Not always. Four weeks is usually 28 days. One month usually runs to the same date in the next month, which can be 28, 29, 30 or 31 days depending on the dates involved.
Can a calculator confirm my legal notice period?
No. A calculator can estimate dates from the information entered, but your contract, written statement, length of service and the circumstances of leaving may affect the correct notice period.
Notes
- Notice-period calculations are estimates and should be checked against the contract, written statement and employer policy.
- For dismissal, redundancy, resignation, garden leave or pay in lieu of notice, use official employment guidance or professional advice where needed.
- Bank-holiday handling should use the correct UK region: England and Wales, Scotland or Northern Ireland.