UK Notice Pay Calculator

If your employer is ending your employment, the legal minimum is 1 week once you have worked there for one month, then 1 week for each complete year of continuous service from 2 years, up to a maximum of 12 weeks after 12 years.

If you are resigning, the legal minimum is 1 week once you have worked there for one month, however long you have worked there. Your contract can require more notice than the statutory minimum.

Sources: GOV.UK, Redundancy: notice periods, Acas, Notice when being dismissed or made redundant, Acas, Notice when resigning, Employment Rights Act 1996, s86

At least 1 week, once you have worked there for one month or more. That statutory minimum does not grow with length of service.

Your contract or written statement may require longer, for example one month, so check it before you resign. You and your employer can agree a shorter period.

Sources: Acas, Notice when resigning, Employment Rights Act 1996, s86

At least the statutory minimum: 1 week after one month’s continuous service, then 1 week for each complete year from 2 years, up to 12 weeks. For example, 8 complete years means at least 8 weeks.

If your contract gives you more notice than that, your employer should normally give you the contractual notice.

Sources: GOV.UK, Redundancy: notice periods, Acas, Notice when being dismissed or made redundant

Yes, it can give longer notice than the statutory minimum, and many contracts do. An employer generally cannot give less than the statutory minimum, even if the contract says less.

Either side can agree to give up their right to notice, or accept a payment instead of notice.

Sources: Acas, Notice when being dismissed or made redundant, Employment Rights Act 1996, s86

It is based on a week’s pay. If your pay doesn’t vary, that is your normal gross weekly pay. If it varies, a week’s pay is normally worked out from the 12 weeks up to the first day of the notice period, and can include overtime, bonuses or commission that your contract says must be paid.

Unlike redundancy pay, there is no statutory cap on a week’s pay for notice. This calculator multiplies the weekly figure by the weeks of notice, or uses your monthly or annual salary for notice in months.

Sources: GOV.UK, Working out your pay, Employment Rights Act 1996, s221, Employment Rights Act 1996, s227

Payment in lieu of notice (PILON) is a payment instead of working some or all of your notice period, so the employment ends sooner.

You can normally only be paid in lieu if your contract allows it or you agree to it. GOV.UK says the employer still has to pay the basic pay you would have got during the notice period, and any contractual benefits.

Sources: GOV.UK, Payment during your notice period, GOV.UK, Making staff redundant: giving staff notice, Acas, When an employee does not have to work notice

Normally, yes. Notice pay is paid like your usual wages, with Income Tax and National Insurance taken off. Payment in lieu of notice is taxed in the same way, as is the part of any termination payment that equals what you would have earned during your notice.

This calculator shows gross amounts only, before tax and National Insurance.

Source: GOV.UK, Tax on termination payments

Garden leave is when your employer asks you not to come in to work, or to work from home or somewhere else, during your notice period. You are still employed and get the same pay and contractual benefits.

It is different from payment in lieu of notice, where the employment ends early and you are paid instead.

Sources: GOV.UK, Garden leave, Acas, When an employee does not have to work notice

Yes. Section 86(3) of the Employment Rights Act 1996 (Article 118(3) in Northern Ireland) says either party can waive their right to notice, or accept a payment in lieu of notice. In practice this is agreed between the two of you, ideally in writing.

This calculator does not model a waiver.

Sources: Employment Rights Act 1996, s86, Employment Rights (Northern Ireland) Order 1996, Art. 118

You must be paid for statutory holiday you have built up but not taken, in your final pay. You may be able to take what is left during your notice period instead.

This calculator doesn’t include holiday pay. The holiday entitlement calculator can work out how much a leaver has built up.

Source: GOV.UK, Taking holiday before leaving a job

No. Statutory redundancy pay is a separate payment, worked out from age, length of service and a capped week’s pay. If you are made redundant you can be entitled to both notice (or pay in lieu) and redundancy pay.

Source: GOV.UK, Redundancy: notice periods

It depends on your contract and the type of pay. GOV.UK says you are entitled to bonuses and commission during your notice period unless your contract says otherwise, and overtime, bonuses or commission your contract says must be paid can count towards a week’s pay.

This calculator doesn’t classify bonus or commission arrangements. It uses the pay figure you enter.

Sources: GOV.UK, Payment during your notice period, GOV.UK, Working out your pay

Northern Ireland has its own legislation, the Employment Rights (Northern Ireland) Order 1996, but the statutory minimum notice periods in its Article 118 are the same as in England, Wales and Scotland.

The calculator keeps a separate Northern Ireland rule set, so either can be updated on its own if the law changes.

Sources: Employment Rights (Northern Ireland) Order 1996, Art. 118, nidirect, Giving or getting notice from your job

No. It is an independent MadyHR.ai tool based on published legislation and official guidance from GOV.UK, Acas and nidirect. It gives an estimate, not a decision about your legal entitlement.