Notice Period Calculator

About the Notice Period Calculator

Enter the date you gave (or received) notice and the notice period in days, weeks or months, and the calculator gives the last working day. Count calendar days or working days — skipping your weekly days off and the holidays you list — choose whether the notice starts that day or the next, and take off earned leave set off against the notice or days bought out. With the monthly pay it also works out the buyout or shortfall recovery, and it shows the date the final wages are due under the Code on Wages, 2019.

For retrenchment of a worker it applies the Industrial Relations Code, 2020: one month’s written notice or wages in lieu, or three months and the Government’s permission in large factories, mines and plantations.

How the dates are counted

• Day 1 is either the day the notice is given or the next day; a notice of N days ends on day N. Contracts differ, so check yours.
• Months keep the date: one month from day 1 = 15 January ends on 14 February. If the month is too short for that date (day 1 = 31 January), the notice ends on the last day of that month.
• Working days skip the weekly days off and the holidays you list. Weeks and months are always calendar periods.
• Leave set off and days bought out bring the last working day forward by that many days, counted the same way as the notice.

Buyout and shortfall

Amount = monthly pay ÷ divisor × days

Use the pay and the divisor your contract names — gross or basic pay, ÷ 30, ÷ 26 working days, or the days in the month. A buyout is the pay for notice days not served by agreement; a shortfall is the pay for the days between the date you actually leave and the last working day.

The Code on Wages lists the deductions an employer may make from wages (s.18(2)) and caps them at half the wages of a wage period (s.18(3)); a notice recovery is not on that list, so it is usually settled by agreement or from other dues. Check your contract.

Retrenchment and final wages in Indian law

• Retrenchment of a worker with at least one year of continuous service needs one month’s written notice giving the reasons, or wages for the notice period in lieu, compensation of 15 days’ average pay for every completed year of continuous service or part of a year over six months, and notice to the appropriate Government (Industrial Relations Code, 2020, s.70). In factories, mines and plantations with 300 or more workers, it needs three months’ notice and the Government’s prior permission (s.77, s.79).
• Final wages of an employee who resigns, or is removed, dismissed or retrenched, are paid within two working days (Code on Wages, 2019, s.17(2)).
• How much notice an employee must give to resign is set by the contract, standing orders or service rules — the Labour Codes do not fix it.
• “Worker” leaves out people employed mainly in a managerial or administrative capacity and supervisors drawing more than ₹18,000 a month (IR Code, s.2(zr)).

Sources

• Industrial Relations Code, 2020 (India Code) — ss.2(zh), 2(zr), 66, 70, 77 and 79
• Code on Wages, 2019 (India Code) — ss.17(2) and 18

Limitations

• Your contract, standing orders or HR policy decide the notice period, when it starts, whether leave can be set off and how buyout pay is worked out; the tool follows the options you choose.
• Holidays come from the list you enter; national and State holidays are not filled in for you — the public holidays page can help.
• The final-wages date counts working days from the day after the last day; check how your State’s rules, if any, count them.
• An estimate for information, not legal advice.

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