How to Work Out Notice Period UK

Published 2026-05-30 · Updated 2026-05-30 · By Michael Reynolds

Quick answer

To work out a notice period in the UK, identify three things: the date notice is given, the notice unit in your contract (days, weeks, or months), and the length of notice. A 4 weeks notice period is 28 calendar days from the date notice is given. A 1 month notice period ends on the matching calendar date in the following month. Statutory minimum notice for employees is one week per full year of service, up to a maximum of 12 weeks.

Notice period types explained

Worked example: 1 month notice period

Worked example: 4 weeks vs 1 month

As the table shows, a 1 month notice period and a 4 weeks notice period can produce different end dates. Always check your contract wording carefully.

Employment notice periods: statutory vs contractual

Under the Employment Rights Act 1996, section 86, employees are entitled to statutory minimum notice based on length of continuous service:

• One month to under 2 years: 1 week notice
• 2 years to under 12 years: 1 week per full year of service (e.g. 5 years = 5 weeks)
• 12 years or more: 12 weeks (maximum statutory notice)

Your employment contract may provide a longer notice period than the statutory minimum. The contractual notice period takes precedence if it is more generous to the employee. The employer must give at least the statutory minimum — they cannot contract out of it.

Tenancy notice periods

For assured shorthold tenancies in England, a landlord must give at least 2 months notice under section 21 of the Housing Act 1988 (as amended). Tenants typically give 1 month notice, but always check your tenancy agreement. Note that tenancy rules are subject to change — the Renters’ Rights Bill may alter notice requirements when it becomes law. Use the tenancy notice period calculator for a planning estimate, but verify against current legislation.

Step-by-step: calculating a notice period

1. Find the date notice is given. This is usually the date you hand in your notice or the date your employer receives it in writing. Check your contract — some specify that notice is only effective when received, not when sent.
2. Check the unit. Does your contract say days, weeks, or months? “One month’s notice” means a calendar month, not four weeks.
3. Calculate the end date. For days, add the number. For weeks, multiply by 7. For months, use the matching date.
4. Handle month-end edge cases. If notice is given on the 31st and the target month has only 30 days, the notice ends on the 30th. If given on 31 January, it ends on 28 February (or 29 in a leap year).
5. Check for weekends and bank holidays. Unless your contract says otherwise, a notice period that ends on a Saturday, Sunday, or bank holiday does not automatically extend to the next working day. Check your contract or employer policy.
6. Confirm in writing. Keep a record of the notice date, the calculation, and any confirmation from HR or your landlord.

Key takeaways

• 4 weeks notice = 28 calendar days; 1 month notice = matching calendar date next month.
• Statutory minimum employment notice is 1 week per year of service (max 12 weeks) under the Employment Rights Act 1996.
• Always check whether your contract specifies days, weeks, or months — the difference can be several days.
• Tenancy notice rules differ from employment rules and are subject to legislative change.
• If in doubt, use a notice period calculator and confirm the result with HR, your landlord, or official guidance.

References

• Employment Rights Act 1996, section 86 (legislation.gov.uk)
• GOV.UK — Handing in your notice
• GOV.UK — Ending your tenancy
• Housing Act 1988, section 21 (legislation.gov.uk)

Michael Reynolds has over 12 years of experience in compliance, legal operations, and regulatory affairs across the UK. He built Deadline Calculator to help others avoid the same deadline-counting mistakes that cause regulatory breaches, missed obligations, and costly disputes.