Notice Pay Calculator
Calculate your statutory minimum notice period based on your length of continuous service with your employer
Statutory vs Contractual Notice
Notice periods determine how much advance warning must be given before employment ends. In the UK, there are two types of notice periods, and whichever is longer applies.
Statutory Notice (By Law)
- •Less than 1 month service: No statutory minimum
- •1 month to 2 years: 1 week minimum notice
- •2+ years: 1 week per year of service (maximum 12 weeks)
- •Set by UK employment law and applies to all employees
Contractual Notice (By Agreement)
- •Specified in your employment contract
- •Can be longer than statutory minimum (often is for senior roles)
- •Common examples: 1 month, 3 months, 6 months notice
- •Takes precedence if longer than statutory minimum
Enter Service Details
Complete years working for your current employer
How Statutory Notice Works
- Less than 1 month: No statutory minimum
- 1 month to 2 years: 1 week notice minimum
- 2+ years: 1 week per year, up to 12 weeks maximum
Ready to Calculate
Enter your years of service to calculate your statutory minimum notice period
Understanding PILON (Payment in Lieu of Notice)
Sometimes employers choose to end employment immediately rather than requiring you to work your notice period. This is called Payment in Lieu of Notice (PILON).
What is PILON?
PILON is a payment made instead of requiring you to work your notice period. You receive the equivalent salary for your notice period as a lump sum, allowing immediate departure.
Tax Treatment
PILON is taxed as normal earnings:
- •Subject to Income Tax
- •Subject to National Insurance
- •Not part of £30k tax-free allowance
Your Rights
Your contract must include a PILON clause for your employer to use it. Without this clause, they must either let you work your notice or reach agreement with you to leave earlier.
Garden Leave Explained
Garden leave means you remain employed and paid during your notice period but are asked not to come to work. It's commonly used when employers want to restrict access to sensitive information or clients.
During Garden Leave You:
- • Remain an employee with full pay and benefits
- • Cannot work for another employer (usually)
- • Must be available if employer needs you
- • Continue accruing holiday entitlement
Tax Treatment:
Garden leave is treated as normal salary, subject to standard Income Tax and National Insurance. It's not considered part of your redundancy payment.
Working Your Notice Period
If you're required to work your notice period, you have specific rights during this time:
With 2+ years' service, you're entitled to reasonable paid time off during notice to look for work or arrange training.
You continue to accrue holiday during your notice period and can usually take some of it, subject to business needs.
Your employment continues as normal, including salary, pension contributions, and other benefits until your leaving date.
Notice Period Scenarios
3 Months Service
Statutory: 1 week minimum
Even with just 3 months service, you're entitled to at least 1 week's notice by law.
5 Years Service
Statutory: 5 weeks minimum
With 5 complete years, you get 1 week per year of service (5 weeks total).
15 Years Service
Statutory: 12 weeks maximum
The statutory maximum is capped at 12 weeks, even with longer service.
What If Your Employer Doesn't Give Proper Notice?
If your employer fails to give you the correct notice period, you may have a claim for wrongful dismissal. This is different from unfair dismissal and focuses specifically on breach of contract.
Your Options
- 1.Request payment for the notice period not worked
- 2.Contact ACAS for free, impartial advice on your rights
- 3.Consider Employment Tribunal claim for wrongful dismissal
- 4.Seek legal advice from an employment solicitor
Time Limits
You normally have 3 months less 1 day from your dismissal to start Early Conciliation with ACAS (required before tribunal).
For breach of contract claims, you have up to 6 years, but it's best to act quickly while evidence is fresh.