Notice Period Calculator
Find out your last working day from the date you give notice and your contractual notice period.
Giving 1 months' notice on January 15, 2026 means your last working day is February 15, 2026 — a Sunday.
Results update as you type. Your contract may define notice in working days, calendar days, or "complete months from the next pay date" — check the wording before relying on this for a real resignation.
Formula
Calendar arithmetic: notice given + contractual period → last working day. Months use month-end clamping (Jan 31 + 1 month → Feb 28). Notice runs as calendar time, not working days — '4 weeks' is 28 calendar days regardless of weekends and statutory holidays.
When this calculator is useful
Use this calculator when a job change is on the horizon — when you are preparing to resign, when your employer has served notice, or when you are mapping out timings in advance. Enter the date notice is given and the length of the notice period, and it returns your last working day and the weekday it falls on. Across the euro area that end date governs the practical things that follow: your final salary, the settlement of accrued leave, and the earliest you can realistically begin a new role.
It is designed for the reality that notice periods in Europe are typically set by statute and can be substantial, scaling with how long you have been employed. Because the binding length varies so much from one member state to the next, the calculator does the neutral part — the calendar arithmetic — and leaves the legal length to you. Whatever period your contract or labour code specifies, you get a firm leaving date to plan around.
How to read your result
The date shown is your last day of employment, counted in calendar time from the date notice is given. EU notice periods are usually expressed in calendar weeks and months rather than working days, so weekends and public holidays inside the period still count. Three months' notice means three calendar months, not a tally of office days. The weekday is useful for arranging your final handover and exit formalities.
Read the result as the end of whatever notice your statutory or contractual terms require — and remember those terms can be generous. In several member states notice scales with tenure and is far longer than a UK or US worker might expect. If your country starts notice from the next pay-period boundary rather than the day after notice is given, adjust the start date you enter so the end date matches your actual terms.
A worked example
Suppose you work in Germany with several years of service and your statutory notice is two months to the end of a calendar month. You hand in notice on 15/01/2026. Because notice runs to month-end, the effective period would carry you through to 31/03/2026 once the pay-period boundary is applied. If your situation instead uses a straight one-month notice from the day after you resign, entering 15/01/2026 with one month gives a last working day of 15/02/2026, a Sunday — a reminder to check whether your contract counts to a period boundary or to the calendar day.
Common mistakes to avoid
Across the euro area the pitfalls usually come from cross-border assumptions and the way notice is timed.
- Assuming one country's notice rules apply elsewhere — periods vary considerably between member states and often scale with length of service.
- Counting from the day notice was given when your country actually starts the period at the next pay-period or month-end boundary.
- Ignoring an applicable collective agreement, which can lengthen the statutory notice your contract is built on.
- Overlooking accrued holiday and any garden-leave (Freistellung) arrangement, which change how you spend the notice but not its end date.
Notice periods across the EU
Unlike the UK's single statutory formula or the US's at-will default, notice in the EU is largely statutory and varies widely by member state. Periods are commonly substantial and scale with tenure: German statutory notice rises in steps up to seven months for very long service, French notice typically runs one to three months, Dutch and Italian rules sit in similar ranges, and many countries time notice to month-end rather than to the day you resign. Collective agreements frequently sit on top of the statutory minimum and increase it further.
There is no harmonised EU notice rule, so the binding figure depends on your national labour code, your contract, and any applicable collective agreement together. That is why this calculator handles only the calendar arithmetic and leaves the length to you. This is general information, not legal advice — confirm your entitlement against your country's labour law, your contract, and any trade-union or works-council agreement, and consult a local labour lawyer if anything is unclear.
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Frequently asked questions
What's a typical EU notice period?▾
Highly variable. Germany: statutory base is 4 weeks to mid-month or month-end, scaling up with tenure (up to 7 months for 20+ years). France: typically 1–3 months depending on collective agreement and seniority. Italy: 30–180 days based on category and tenure. Netherlands: 1 month for employees, longer for employer-side. Always check your contract and your country's labour code — the EU has no harmonised notice rule.
Does notice start on the day given or the next pay period?▾
Varies by country. Germany commonly starts on the next pay period boundary (notice given 12 March → notice runs from 1 April or 15 April). France often starts on the day after notice. The Netherlands starts on the next month. The calculator works on the day-after convention; adjust your start date if your jurisdiction uses pay-period boundaries.
Calendar period or working days?▾
EU notice periods are typically calendar-period figures — '3 months' means 3 calendar months, not 60 working days. Some specific situations (e.g. probation termination in some countries) use working days, in which case the Working Days Calculator is the right tool.
What about redundancy notice in the EU?▾
Most EU member states treat employer-initiated termination notice (Kündigung, licenciement, ontslag) as the same calendar arithmetic but with stricter formal requirements: written notice, statutory minimums that scale with tenure, sometimes works-council consultation. The calendar deadline math is the same; the procedural requirements vary by country.
Garden leave (Freistellung) during notice?▾
Common across many EU countries for senior roles and sensitive departures. The employer continues paying you but you don't work — used to neutralise competitive risk, secure handovers, or just because the relationship has broken down. The notice period itself is unchanged; what you do during it is different.
What if my country has special collective-agreement rules?▾
Many EU countries layer collective agreements (Tarifverträge in DE, conventions collectives in FR) on top of statutory notice — often increasing it. The contract you signed should reference any applicable collective agreement and the specific notice it requires. Use this calculator for the calendar arithmetic; consult a labour lawyer or trade union for the binding rule.