UK · Notice periods

Four week notice period guide

A UK four week notice period means 28 calendar days from the date your employer receives your written resignation. A four week notice differs subtly from "one month" - four weeks is exactly 28 days, one month is a calendar month (which can be 28-31 days). The contract wording matters.

Last updated Last reviewed

Four weeks vs one month - the difference

Contract wording matters. "Four weeks" and "one month" are close but not identical:

  • Four weeks: exactly 28 calendar days. Consistent regardless of the month.
  • One month: a calendar month. Anything from 28 (non-leap February) to 31 days.

In practice the difference is small (0-3 days) but matters for tight timelines - for example when aligning with a new employer's start date. If your contract specifies "four weeks", count 28 days. If it says "one month", count to the same day the following month.

Worked example dates

Four calendar weeks (28 days) from the date the employer receives the written resignation:

  • Resignation on Monday 6 January → final working day Sunday 2 February (28 days).
  • Resignation on Monday 3 February → final working day Sunday 2 March.
  • Resignation on Monday 3 March → final working day Sunday 30 March.
  • Resignation on Monday 6 October → final working day Sunday 2 November.

Use the notice period calculator to work out the exact final working day for any start date. Weekend and bank holiday rollback options are available in the final working day calculator.

Roles that typically use four weeks

Four week (or one month) notice is common at:

  • Junior to mid-level professional roles across most UK sectors.
  • NHS Bands 1 to 4.
  • Retail supervisor and hospitality mid-manager roles.
  • Junior technology and design roles.
  • Junior administrative and clerical staff in most sectors.

Above these levels the contractual notice usually rises to two or three months. The step from one month to three months is often the biggest single change in a career progression.

What happens during four weeks of notice

The contractual relationship continues in full for the whole 28 days. You turn up, complete the work, remain bound by confidentiality and other contract obligations. Pay, pension contributions and benefits run as normal to the final working day.

The employer will typically expect a written handover document, an introduction of your successor (where in post), and completion of outstanding work. Cooperate fully; reference position and reputation depend on it.

Annual leave during the 28 days

Accrued but untaken leave at the resignation date is either taken during notice or paid out in the final pay packet. The employer can require you to take accrued leave during notice if they give you notice of at least twice the length of the leave (Working Time Regulations 1998).

Practical arithmetic: with four weeks of notice, that means the employer can require up to two weeks of accrued leave to be used during notice, by giving four weeks notice of the requirement - which usually means requiring it at the point of resignation. The holiday entitlement calculator works out your accrued balance.

Garden leave

Garden leave (paid but not working) is uncommon at the four-week notice tier. It requires a contractual clause, which junior and mid-level contracts don't usually have. Where the clause exists, the employer can require you to stay at home for the 28 days on full pay. Confidentiality and other obligations continue.

For the framework see garden leave explained and the garden leave calculator.

PILON in four weeks of notice

PILON (payment in lieu of notice) requires a contract clause or mutual agreement. Where PILON applies, four weeks of gross basic pay is paid as a lump sum instead of working the notice. Since April 2018, PILON is always taxed as earnings under the PENP rules.

For the tax detail see PILON tax and use the PILON calculator for the gross figure.

Negotiating a shorter exit

Four weeks is often shortened by mutual agreement, particularly if:

  • The new employer needs you sooner.
  • The handover is genuinely complete.
  • The current employer has cover in place.

Ask specifically for the shorter date you need. Vague requests get vague answers. Get any agreement in writing. For the mechanics see can I leave before my notice ends?

Useful calculators

Related guides

Authority pages

Frequently asked questions

Is a four week notice the same as one month?
Almost the same, but not exactly. Four weeks is 28 days. One month is a calendar month (28-31 days). The difference is usually 0 to 3 days, which matters for tight timelines. The contract wording decides which applies.
How do I count four weeks from a Tuesday?
Add 28 calendar days from the date the employer receives the resignation. Tuesday 6 January plus 28 days is Tuesday 3 February. That's the final working day. The notice period calculator does this for any start date.
Do I have to work all four weeks?
By default yes. Walking out breaches the contract. Most employers agree a shorter notice by mutual agreement if the handover is complete and the request is reasonable. Ask in writing early in the notice period.
Can I take annual leave during four weeks of notice?
Yes with line manager agreement. Alternatively, accrued leave is paid out in the final pay packet. The employer can also require you to take leave during notice by giving you at least twice the length of the leave as notice of the requirement.
Does four week notice attract bonus?
Depends on the bonus scheme. Contractual bonuses accrued to the leaving date are usually payable. Discretionary bonuses are almost never payable on resignation. Read the scheme rules; the contract is definitive.

Sources and further reading

General information about UK employment law, not legal advice. For your situation, contact ACAS or an employment-law solicitor.