Notice Period Calculator

Notice Period Calculator

Estimated last working day is

Monday, May 4, 2026

What Is a Notice Period?

A notice period is the time between when you submit your resignation and your last working day. It gives both you and your employer time to plan for the transition. In India, notice periods typically range from 30 days to 90 days depending on the company, seniority level, and employment contract. Some companies in IT and consulting require 90 days for senior roles, while startups often have 30-day notice periods. During the notice period, you're expected to hand over responsibilities, document processes, and help onboard your replacement.

How to Calculate Your Notice Period End Date

The calculation depends on whether your company counts calendar days, business days, or has specific rules about holidays and weekends.

Calendar days (most common in India)

If you resign on March 5 with a 30-day notice period, your last working day is April 4. Most Indian companies count all calendar days including weekends and holidays. Your resignation date is Day 1 (some companies count the next day as Day 1, check your policy).

Business days (less common)

Some companies count only working days. A 30 business day notice period with weekends off means approximately 42 calendar days. If your company follows this method, account for public holidays too.

Early release and negotiation

You can ask your manager for an early release. Many companies agree to shorten the notice period if your work is handed over. Some companies have a formal early release policy where the manager and HR can approve a shorter notice. If denied, you'll need to serve the full period or buy out the remaining days.

Typical Notice Periods in India by Company Type and Seniority

Notice period durations vary widely across industries and roles.

Company Type / LevelTypical Notice PeriodNotes
Startups (early stage)15-30 daysOften flexible, negotiable
Mid-size companies30-60 daysStandard for most roles
Large IT companies (TCS, Infosys, Wipro)60-90 days90 days common for experienced roles
MNCs (Google, Amazon, Microsoft)30-60 daysVaries by country and level
Banking / Financial Services30-90 daysLonger for compliance roles
Junior / Entry Level (0-3 years)30 daysAcross most industries
Mid Level (3-8 years)30-60 daysDepends on company policy
Senior / Leadership (8+ years)60-90 days90 days standard at director level and above
During Probation0-15 daysMany companies allow immediate exit during probation

Notice Period Buyout: How Does It Work?

If you can't serve the full notice period, you may need to buy it out by paying the company an amount equivalent to your salary for the unserved days. The buyout formula is: Buyout Amount = (Monthly CTC or Basic Salary / 30) x Remaining Notice Days. Which salary component the buyout is calculated on (CTC, gross, or basic) varies by company. Some key points to know.

  • Tax implication: Notice period buyout paid by the employee is generally not tax-deductible. It comes from your post-tax income.
  • Recovery from full and final: Most companies deduct the buyout amount from your final settlement (remaining salary, leave encashment, bonus).
  • New employer bearing the cost: Some companies offer a "buyout reimbursement" where your new employer pays the notice period cost on your behalf. This is more common for senior hires.
  • Legal enforceability: Indian courts have mixed views on notice period enforcement. Companies can withhold the relieving letter and experience certificate, which practically forces compliance.

Garden Leave vs Notice Period: What's Different?

Garden leave means the employer asks you NOT to come to work during your notice period, but you remain on the payroll. You can't join your new employer during garden leave. It's typically used for senior employees who have access to sensitive information or client relationships. During garden leave, you receive your full salary and benefits. It's more common in the UK, financial services, and consulting firms. In India, garden leave clauses appear in employment contracts of senior management and sales leadership roles. The key difference: during a regular notice period you work and hand over. During garden leave, you don't work but you're still employed and can't start elsewhere.

Notice Period During Probation

Most Indian companies have a shorter or zero notice period during probation. A typical probation period lasts 3 to 6 months, and the notice requirement during this time is usually 7 to 15 days (sometimes immediate). Check your appointment letter or employee handbook for the exact terms. If the probation clause says "either party may terminate with 7 days' notice," that applies to both you and the employer. Once probation is confirmed, the standard notice period kicks in. Some companies have a clause where the notice period increases automatically after confirmation without explicitly informing the employee, so read your confirmation letter carefully.

Frequently  Asked  Questions

What is a notice period and why is it required?

A notice period is the amount of time an employee must continue working after informing the employer of their resignation, or the time an employer must give before terminating an employee. It allows the employer to find a replacement or transition responsibilities, and gives the employee time to wrap up work. Notice periods are typically defined in the employment contract and can range from 15 days to 3 months in India.

How is the notice period end date calculated?

The notice period end date is calculated by adding the required number of notice days to the last working day declared or resignation date. For example, if you submit your resignation on 1 June and your notice period is 60 days, your last working day would be 30 July. Our calculator factors in the start date and notice days to compute the exact end date.

Can a notice period be waived or shortened?

Yes, a notice period can be waived or shortened by mutual agreement between the employee and employer. Employees may also opt for notice period buyout — paying the employer a sum equivalent to the salary for the remaining notice period. Alternatively, employers can relieve employees early if they choose. Any waiver should ideally be documented in writing to avoid disputes.

What happens if an employee does not serve the full notice period?

If an employee does not serve the full notice period without a buyout arrangement, the employer can recover the equivalent salary for the un-served period from the full and final settlement. This is legally permissible under the employment contract terms. It may also affect relieving letters, experience certificates, or future background checks.

Is notice period salary taxable?

Yes, salary received during the notice period is fully taxable as regular employment income. If the employer pays notice pay in lieu of notice (i.e., pays salary without requiring the employee to work), it is also taxable. Similarly, notice period buyout paid by the employee to the employer is not tax-deductible for the employee.
Adithyan RKWritten by Adithyan RK
Surya N
Fact-checked by Surya N
Published on: 25 Mar 2026Last updated: 4 Apr 2026
Share: