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The calculator works out your statutory minimum notice period under the Employment Rights Act 1996. Employees in the UK are entitled to one week's notice for each complete year of continuous employment, up to a maximum of twelve weeks after twelve or more years. The notice period begins the day after the employer or employee gives written notice.
Your contract may specify a longer notice period — always check your written statement of particulars. The statutory minimum is a legal floor, not a ceiling.
Under the Employment Rights Act 1996: less than one month's employment carries no statutory entitlement; one month to two years gives one week's notice; two to twelve years gives one week per year; twelve-plus years gives a fixed twelve weeks. Redundancy notice follows the same scale, and statutory redundancy pay (calculated by HMRC) adds on top for qualifying employees.
Continuous employment is your unbroken service with one employer, including periods of maternity leave, sickness absence, and certain fixed-term contracts. A gap of more than one week usually breaks continuity unless it falls under a statutory exception such as a temporary layoff or strike.
During your first month of employment there is no statutory notice entitlement. After one month, the statutory minimum kicks in regardless of whether a probation period is still running. Many employers specify a shorter contractual notice during probation — usually one or two weeks.
Yes, if you have at least two years' continuous employment and are made redundant. The amount depends on your age, weekly pay (capped at £643 per week from April 2024), and years of service. Use the HMRC redundancy pay calculator at gov.uk for an exact figure.
