Date calculator
Calculate your estimated last working day from your resignation date and notice period.
Your estimate
Add your resignation details to calculate an estimated date.
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Simple process
This last working day calculator turns your notice terms into a clear estimated date.
Use the date you resigned or expect to resign.
Choose a preset or enter days, weeks, or months.
Select calendar or working days and the start rule.
See the estimated last working day and period details.
Counting choices
Calendar days count every date, including weekends. A 30-day calendar notice period therefore covers 30 consecutive calendar dates.
Working days count only the weekdays included in your selected work schedule. The calculator supports common workweek patterns and custom working days. Public holidays are not automatically excluded.
Your employment agreement or employer policy determines which counting method applies.
Important variables
Your calculator result is an estimate. Your employer or HR team should confirm your official last working day.
Notice period examples
These examples use calendar days and count the resignation date as Day 1.
Resignation submitted on 1 September → estimated last working day 30 September.
Resignation submitted on 1 June → estimated last working day 30 July.
Resignation submitted on 1 July → estimated last working day 28 September.
Notice period basics
Notice periods vary by employer, employment contract and location. Common arrangements include 30, 60 and 90 days, although some employers use shorter, longer or month-based notice periods.
Always use the notice period stated in your employment agreement or employer policy. If your notice is expressed in months rather than days, select the appropriate unit in the calculator because a calendar month is not always the same as 30 days.
Tip: A 3-month notice period and a 90-day notice period can produce different end dates.
Common questions
Select your resignation date, enter your notice period, and choose whether it is counted in calendar days or working days. Then choose whether the resignation date counts as Day 1 or counting starts the next day. The calculator will estimate your last working day.
It depends on your employment agreement and employer policy. Some notice periods count the resignation date as Day 1, while others begin the following day. The calculator lets you use either method.
If your notice period is based on calendar days, weekends are included. If it is based on working days, only the working weekdays selected in the calculator are counted. Check your employment agreement or employer policy to determine which method applies.
For a 60-day calendar notice period, count 60 consecutive calendar dates using the applicable notice start rule. If your notice is based on working days, only the selected working weekdays are counted. Enter 60 days in the calculator to estimate the corresponding last working day.
Select the 90-day preset, enter your resignation date, and choose the appropriate counting method and notice start rule. The calculator will automatically account for month and year boundaries when estimating your last working day.
Notice periods may be stated in calendar days, working days, weeks, or months. The correct method depends on your employment agreement and employer policy. Use the same unit and counting method specified by your employer.
Not automatically. Approved leave may reduce, extend, or have no effect on your notice period depending on your employment agreement and employer policy. Confirm how leave is treated before applying a leave adjustment in the calculator.
In calendar-day mode, the estimated last working day can fall on a weekend. In working-day mode, the calculation ends on one of your selected working days. Your employer's policy determines the official date if an adjustment is required.
A notice-period buyout is an arrangement where payment may be made for some or all of the notice period that will not be served. Whether buyout is available, and how the amount is calculated, depends on the employment agreement and employer policy.
You may be able to leave earlier if your employer agrees to an early release, waives part of the notice period, or allows a notice-period buyout. The calculator can estimate the remaining period or buyout amount, but your employer must confirm the arrangement.
Yes. Select Months as the notice-period unit. Month-based notice periods use calendar-month arithmetic, which means one month is not always the same as 30 days.
Not always. Calendar months have different lengths, so adding three months to a resignation date can produce a different result from counting exactly 90 days. Choose Months if your employment agreement states three months, and Days if it specifically states 90 days.
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