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.

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.

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.

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.

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.