UK

Probation Notice Period Calculator

Notice periods during probation are usually shorter than the post-probation figure — most commonly one week. Adjust the dropdown if your contract differs.

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 on probation.

Typical probation length and notice

Probation periods in the UK are usually three or six months, depending on the role and the employer. The notice clause inside the probation clause typically shortens the standard contractual notice — one week is the most common figure, with some employers specifying no notice in the first month.

Once you pass probation, you usually move to the full contractual notice — typically one or three months. If your contract is silent on probation notice, the statutory minimum applies once you've been employed for a full month: that's one week from you, and one week from your employer.

What if your probation is extended?

Employers can extend a probation period if they want more time to evaluate fit. Extensions are usually three months and have to be done before the original probation ends — they can't be applied retrospectively.

An extension keeps you on the shorter probation notice. If you're considering leaving while on extended probation, the same shorter notice applies as before.

If your employer ends probation early

Employers can dismiss you during probation with the contractual probation notice — usually a week — and don't need to follow the full disciplinary process. They do still need to give a fair reason, and certain protections apply from day one (discrimination, whistleblowing, certain health and safety grounds).

If the dismissal feels unfair or discriminatory, ACAS is the first port of call. The two-year qualifying period for ordinary unfair dismissal claims means you can't bring a standard claim, but the protected grounds above don't have a qualifying period.

When does probation actually end?

Probation ends on the date specified in your contract — but only if your employer formally confirms you've passed. Some employers do this in writing automatically, others let it lapse silently, and a few require an explicit sign-off.

If your probation end date has passed and you haven't heard either way, ask your manager in writing. The default position is usually that you've passed, and clarifying it now avoids ambiguity later.

Pay, holiday and benefits on probation notice

Probation rarely changes the basics of pay. You're paid your normal salary for any time worked during probation notice, including the partial week or month at the end. Accrued holiday is paid out the same as for any leaver. Some employers won't let you use accrued holiday during probation notice if it's only a week — easier to pay it out.

Benefits can vary. Some employers don't enrol you in private medical or dental cover until you pass probation, so leaving on probation may mean those benefits never started. Check what's actually been activated for you. Pension auto-enrolment usually still applies regardless of probation status.

Frequently asked questions

Is one week the legal minimum on probation?
After your first month of employment, yes — that's the statutory minimum from an employee. In the first month, no notice is technically required either way under the statutory rules, though contracts often specify a week.
What if my contract doesn't mention a probation period?
Then there isn't one — the standard contractual notice applies from your first day. Some roles don't have a formal probation, particularly more senior positions.
Can I leave on probation with no notice at all?
Only in your first month of employment, and only if your contract doesn't specify otherwise. After a month, the statutory minimum of one week applies.
Will leaving during probation hurt my CV?
It can if it happens repeatedly. A single short stint, well-explained, isn't a problem. Be prepared to talk about why the role wasn't right and what you learned from it.

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.