How much notice must I give my employer?

After one month but less than two years, you must give at least one week. After two years, you must give one week per full year worked, up to 12 weeks maximum.

Can my contract ask for more than the statutory minimum?

Yes. Contracts often specify longer notice periods, especially for senior roles. You must honour your contract unless you negotiate otherwise.

Is notice the same during probation?

Probation clauses sometimes shorten notice. Check your contract; statutory rules still set floors in many cases.

Does this calculator cover redundancy notice from the employer?

No. Employer notice periods follow different statutory scales. Use government guidance or legal advice for dismissal scenarios.

Last updated: 01.05.2026

United Kingdom

UK Notice Period Calculator (Employee)

Statutory minimum notice an employee must give an employer after one month of service, based on length of employment.

Statutory minimums only. Your contract may require longer notice. This does not cover employer notice to dismiss or probation clauses. Not legal advice.

Employee notice (minimum)

Continuous years of service with current employer.

Statutory minimum notice: 3 weeks

If you have worked two years or more, you must give one week’s notice for each full year worked, up to 12 weeks. Contracts often differ — check your written terms.

Employee resignation notice in the UK

Enter your approximate continuous years of service. The tool applies the statutory minimum notice you must give when resigning: one week until two years, then one week per completed year capped at twelve weeks. The first month of employment is highlighted as a special case where contract terms dominate.

Handing in notice in writing with a clear end date reduces disputes. Keep copies of correspondence.

Contractual vs statutory notice

Statutory rules protect employees from being forced to give excessive notice beyond lawful caps in some contexts, but employment contracts frequently extend employee notice beyond the statutory floor. If you are unsure, check your offer letter, handbook and any variations.

For garden leave, payment in lieu and restrictive covenants, speak with an employment solicitor before acting.