UK

1 Week Notice Period Calculator

Work out your final working day if you're handing in one week's notice. Common during probation and for some hourly contracts.

Pick a valid resignation date.

This calculator is for general guidance only. Always check your employment contract.

Need a handover plan? Get a personalised week-by-week plan for 1 week notice.

When a one-week notice period applies

One week is the statutory minimum notice an employee in the UK has to give once they've been continuously employed for one month or more. If your contract is silent on the subject, one week is the default — and even if your contract says nothing at all, this minimum applies the moment you cross the one-month threshold.

In practice, you'll most often see one-week notice in three places: during a probation period, in hourly or zero-hours arrangements, and in some retail and hospitality roles. Senior contracts almost always specify longer.

What if your contract says longer than a week?

Whichever is longer between the statutory minimum and your contract wins, and that's almost always the contract. If you've signed a contract specifying a month, you can't simply give a week's notice and walk away — that would be a breach.

You can always ask to leave sooner. Many employers will agree to a shorter notice in writing, particularly if cover is in place or you're prepared to support a phased handover. Get any agreement in an email so there's no dispute later about your final pay or reference.

Making the most of a short notice period

A week goes quickly. The single most useful thing you can do on day one is write a one-page handover note covering current projects, regular tasks, key contacts, and outstanding decisions. Send it to your manager early, not on the last afternoon.

Confirm the practical details too: your final working day in writing, what happens with accrued holiday, when to expect your final payslip and P45, and whether you'll be asked to return a laptop or pass on access to shared accounts.

Casual, zero-hours and agency arrangements

If you're on a zero-hours contract or work as a casual or agency worker, the rules are different. Most casual arrangements have either no notice on either side, or a very short notice (a day or two). Agency workers are technically employed by the agency, not the end client — your notice period is whatever the agency contract says, not whatever the end-client's HR team tells you.

Check whether you're a 'worker' or an 'employee' — these are distinct legal categories. Workers (a category that includes most zero-hours staff) don't get the statutory minimum notice that employees do. The relationship can be ended without notice on either side unless the contract says otherwise.

Frequently asked questions

Can I leave after a week if my contract says a month?
Not unilaterally — that would be a breach of contract. You can ask your employer to release you early, and many will agree if cover is sorted, but the request needs to be mutual.
When does the week start counting?
From the date your written resignation is received and accepted. A casual conversation isn't a resignation; the clock starts when there's something in writing — typically an email is fine.
Do I get paid for the full week if I don't work it?
Yes, in two situations. If you're working your notice, you're paid as normal. If your employer asks you to leave immediately, they should pay in lieu of notice (PILON) for the contractual period.
Will giving a week's notice damage my reference?
It shouldn't if a week is what your contract or the statutory minimum requires. References tend to reflect how you handled the exit — handover notes and a professional tone matter more than the length of the notice itself.
Do agency workers have a notice period?
It depends on the agency contract. Most agency assignments can end without notice on either side, but the contract you signed with the agency itself may give you a notice period. Read both the assignment terms and the agency contract.

Working notice vs garden leave vs PILON

Most UK notice periods resolve in one of three ways. The calculator above gives you the date for the first; the table sets out how the other two compare.

 Work your noticeGarden leavePILON
Final working dayEnd of contractual noticeEnd of contractual noticeThe day PILON is paid
Pay treatmentNormal salary to last dayNormal salary to last dayLump sum equal to the unworked notice
Still bound by your contract?YesYes — including non-compete and confidentialityNo — employment ends immediately
Can you start a new job?After your last dayAfter your last day; restrictive covenants may delay furtherImmediately, subject to any post-termination clauses
Tax treatmentStandard PAYE on salaryStandard PAYE on salaryFully taxable as earnings (since the 2018 reforms — no tax-free element)
When it’s commonMost resignationsSenior roles, moves to competitors, sensitive transitionsWhen the employer wants you off the payroll quickly, or by mutual agreement

Whether your contract gives the employer the right to use garden leave or PILON is set out in the notice clause — it’s worth checking before you assume either is on the table.

Notice periods in the UK — a practical guide

How is a notice period calculated?

A notice period runs from the day you hand in your resignation to the last day you’re contractually required to work. If your contract says “one month’s notice”, you add one calendar month to the date you resign — so handing notice in on 15 March gives a final working day of 15 April. Weeks work the same way: two weeks is fourteen calendar days, not ten working days.

When the notice is in months and the target month doesn’t have your start day (e.g. resigning on 31 January with one month’s notice), the convention is to roll back to the last day of the next month — 28 February in most years, 29 February in a leap year.

Do weekends count in a notice period?

Yes. Notice is measured in calendar time, so weekends and bank holidays are included. If your final day lands on a Saturday or Sunday, most employers treat the previous Friday as your last working day — but that’s a practical convention, not a legal rule. The toggle in the calculator above mirrors that approach.

What is the minimum notice period in the UK?

If you’ve been employed for one month or more, the statutory minimum notice you have to give is one week — even if your contract is silent on the subject. Employers, by contrast, owe you at least one week’s notice for each full year of service, up to a cap of twelve weeks after twelve years.

Most contracts ask for longer than the statutory minimum (typically one or three months), and the longer of the two periods applies. Senior roles often have three or six months written in.

Can your employer ask you to work longer?

Not unilaterally. Your notice period is whatever your contract says (or the statutory minimum, whichever is longer). An employer can’t simply extend it. They can, however, ask you to leave earlier and pay you for the unworked notice (a payment in lieu of notice, or PILON), or place you on garden leave — keeping you on the payroll but away from the office.

If you’d like to leave sooner than your contract allows, the best route is usually a polite conversation. Many employers will agree to a shorter notice period in writing if cover is in place.

What should you do after resigning?

Get written acknowledgement of your resignation and the agreed final working day. Check that any accrued holiday will be paid out, and ask when to expect your final payslip and P45. Tidy up handover notes early so the last fortnight isn’t a scramble, and line up references before access to work systems is removed.

If you don’t already have your next role lined up, give yourself a week to refresh your CV and shortlist roles before starting applications in earnest — the resources below are a decent starting point.