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Statutory Notice Period Calculator UK

Employment Rights Act 1996, s.86No sign-up required

Current rates

Statutory Notice Entitlements

Under 1 month serviceNo statutory notice
1 month to 2 years1 week (employer)
2+ years serviceCapped at 12 weeks1 week per year (employer)
Maximum employer notice12 weeks
Employee notice to employer1 week (once qualifying)

Effective: Employment Rights Act 1996 (unchanged by ERA 2025)

Legislation: Employment Rights Act 1996, s.86 (Great Britain). Equivalent provision for Northern Ireland: Employment Rights (Northern Ireland) Order 1996, Art.118 — same notice periods and 12-week cap apply.

GOV.UK: www.gov.uk/redundancy-your-rights/notice-periods

ACAS: www.acas.org.uk/notice-periods

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Whole years of continuous employment with this employer.

years

Months beyond complete years (0–11).

months

Frequently asked questions

How much notice must my employer give me?
Under the Employment Rights Act 1996, s.86, the statutory minimum notice from your employer is: no notice if you have served less than 1 month; 1 week for service between 1 month and 2 years; and 1 week per complete year of service for 2 or more years, capped at 12 weeks. Your employment contract may provide for a longer notice period, which takes precedence.
How much notice must I give my employer?
Once you have completed at least 1 month of continuous employment, the statutory minimum notice you must give your employer is 1 week — regardless of your length of service. Your employment contract may specify a longer contractual notice period, which you are obliged to give.
What counts as continuous employment for notice purposes?
Continuous employment means unbroken service with the same employer. Certain breaks — such as illness, parental leave, and temporary lay-offs — may not break continuity. Employment with an associated employer or following a TUPE transfer may also count. If you are unsure whether your service is continuous, contact ACAS.
What happens if my employer does not give me the right notice?
If your employer dismisses you without giving the statutory or contractual notice (or payment in lieu), you may have a claim for wrongful dismissal in the employment tribunal or civil court. Wrongful dismissal is a breach of contract — it is different from unfair dismissal. You can bring a claim for the pay you would have received during the notice period.
Can I be paid instead of working my notice?
Yes. Your employer can offer payment in lieu of notice (PILON) if your contract allows it, or you can agree to accept PILON. The payment must reflect what you would have earned during the notice period, including salary and contractual benefits. Since 6 April 2018, PILON above the basic post-employment notice pay is subject to income tax and National Insurance.
Does the notice period change under the Employment Rights Act 2025?
No. The Employment Rights Act 2025 did not change the statutory notice period rules under ERA 1996 s.86. The notice entitlements remain as they have been since the Employment Rights Act 1996: 1 week per year of service, capped at 12 weeks.
What if my contract says I'm entitled to 4 weeks' or 1 month's notice?

Many contracts state notice in calendar terms — for example, "1 month's notice" or "4 weeks' notice" — rather than the week-based formula set out in the Employment Rights Act 1996, s.86. These aren't automatically the same thing: a calendar month varies between 28 and 31 days, so it isn't identical to 4 weeks, and the practical difference depends on when notice is given.

Where your contract specifies a notice period longer than the statutory minimum, the contractual period applies — your employer must honour it, and you must give it too if you're resigning. The statutory minimum in the Employment Rights Act 1996, s.86 is a floor, not a ceiling: it only takes over if your contract is silent or tries to offer less.

This calculator shows the statutory minimum notice period based on length of service — it does not calculate a bespoke figure for a contractual notice period such as "4 weeks" or "1 month." To find your actual contractual notice period, check your written statement of employment particulars, which your employer is legally required to provide (Employment Rights Act 1996, s.1). If the wording is unclear or disputed, ACAS can advise.

Is this an official government notice period calculator?

No. PlainRight is an independent website — we are not part of, affiliated with, or endorsed by GOV.UK, HM Revenue & Customs, or ACAS.

We built this calculator because GOV.UK publishes written guidance on statutory notice periods but does not offer an interactive notice period calculator of its own (it does provide separate tools for redundancy pay and holiday entitlement). The figures behind this calculator are taken directly from the Employment Rights Act 1996, s.86, and cross-checked against ACAS guidance on notice periods — both linked on this page so you can verify them yourself.

If you need advice on your specific situation, including a dispute over your notice period or pay, ACAS provides free, impartial guidance at acas.org.uk or by calling 0300 123 1100 (Monday to Friday, 8am–6pm).

See all notice pay guides