UK

2 Week Notice Period Calculator

Work out your final working day if your contract requires two weeks' notice. We count calendar days, including weekends.

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 2 weeks notice.

Where two weeks' notice shows up in the UK

Two weeks is a common middle ground in UK contracts: long enough to allow a real handover, short enough that neither side feels stuck. You'll often see it in junior office roles, in some technical positions, and as the post-probation step up from one week.

It's not the statutory minimum (that's one week) — it's a contractual choice. Check the notice clause of your contract for the exact figure that applies to you, and remember that the longer of the contract or statutory minimum is what binds you.

Two weeks vs one month — what actually changes

The difference between two weeks and a month is roughly two payslips' worth of breathing room. With a month you can typically run a structured handover, brief a successor, and tie off a project. With two weeks you're prioritising — pick the three things only you know, and document those.

If you have a job offer with a set start date, two weeks is much easier to align than a month. If you don't, consider whether you can afford a short gap or whether to delay handing in your notice until you have a confirmed offer.

Counting the fortnight correctly

Two weeks means fourteen calendar days, not ten working days. If you resign on a Monday, your final working day is the Monday a fortnight later — though if that Monday is a bank holiday, most employers treat the previous working day as your last day in the office.

Use the toggle in the calculator above if you want the result to roll back to the previous Friday when it falls on a weekend. It's a practical convention rather than a legal rule, but it matches how most employers actually treat the date.

Final pay and the two-week wind-down

Two weeks is short enough that final pay practicalities matter from day one. Confirm in writing what'll be in your final payslip — final salary up to your last day, any accrued holiday paid out, and any owed bonuses or commission. Most employers run final pay through the normal payroll cycle, so if you leave mid-month you may be paid earlier than usual or wait until the next pay date.

Ask for your P45 and references early. P45s are normally issued within a few days of your last working day, but two weeks doesn't leave much margin if there's a delay. References can take longer — get a written confirmation of dates before you leave so you've got something to send a new employer if a more detailed reference takes time.

Frequently asked questions

Is two weeks the statutory minimum in the UK?
No — the statutory minimum from an employee is one week, after a month of continuous employment. Two weeks is a contractual choice, not a legal one.
Does the two weeks include weekends?
Yes. Notice is measured in calendar time, so weekends and bank holidays count. The final working day might fall on a non-working day, in which case the previous working day is usually treated as the last day in.
Can I take holiday during my notice period?
Usually yes, if you have accrued holiday and your employer agrees. Some employers prefer to pay it out instead so you stay available for handover. The rules are the same as any other holiday request.
What if I'm signed off sick during my two weeks?
You're still employed and your notice still runs. You'll get sick pay according to your contract, but the two weeks doesn't pause — it ends when it would have ended.

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.