Notice period calculator
Find the last working day and the buyout for a shorter notice.
Last working day (full notice)
Enter a resignation date
Counts calendar days from the day after resignation. Whether a shortfall is recovered, waived or adjusted against leave depends on your policy. Indicative only.
How it works
The notice period is set by the appointment letter or company policy, commonly 30, 60 or 90 days. The last working day is counted from the resignation date.
If an employee leaves before completing notice, the shortfall is usually recovered (bought out) at a daily rate of salary, unless the employer waives it or adjusts it against leave.
Formula
- Last working day = resignation date + notice period (calendar days)
- Shortfall = full-notice last day − requested last day
- Buyout = shortfall days × monthly gross ÷ 30
Worked example
Resigned 1 Oct 2026, 60-day notice, leaving 31 Oct 2026
- Full-notice last working day: 30 Nov 2026
- Shortfall: 30 days
- Buyout at ₹60,000 gross: 30 × ₹2,000 = ₹60,000
Common mistakes to avoid
- Counting working days when the contract says calendar days, or the reverse.
- Recovering notice on basic instead of the amount the contract specifies.
- Forgetting to record a waiver, which later looks like an unexplained recovery.
Notice period calculator: FAQs
Can leave be adjusted against notice?
Only if the policy allows it. Many policies do not allow earned leave to shorten the notice period.
Is notice pay recovery taxable?
The recovery reduces what the employee receives in full and final settlement. Treat it as your tax adviser recommends.
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