UK Employment Tool — Last Updated: June 2026
4 Weeks Notice Period Calculator UK
Find your exact last working day when serving a 4 week notice period in the UK. Based on UK statutory rules under the Employment Rights Act 1996.
4 Weeks Notice Period Calculator
Enter your resignation date — we'll add 28 days and show your last working day.
Notice period fixed at 4 weeks (28 calendar days). Need a different duration? Use the full Notice Period Calculator.
Resignation Date
Notice Period
4 Weeks (28 days)
Last Working Day
Days Remaining
Calculation uses 28 calendar days including weekends and UK bank holidays. Check your contract if it specifies working days only. Based on Employment Rights Act 1996.
Now that you have your last working day, here's what to do next:
How 4 Week Notice Periods Work in the UK
What employees and employers need to know about serving 4 weeks notice under UK employment law.
A 4 week notice period means you must serve exactly 28 calendar days from the date you formally resign before your employment ends. This is one of the most common contractual notice periods in the UK for office-based, professional, and junior management roles.
During your 4 week notice period, you are expected to continue working, complete handovers, and assist with the transition. You continue to receive your full salary and benefits throughout. Your employer cannot normally change your role or reduce your pay during the notice period without your agreement.
The 4 week notice period is set by your employment contract, not by statute. The UK statutory minimum under the Employment Rights Act 1996 is 1 week after 1 month of service, rising by 1 week per year of service up to a maximum of 12 weeks. If your contract says 4 weeks, that overrides the statutory minimum — whichever is longer applies. See our UK Notice Period Calculator for full statutory rules.
UK Statutory Notice Rules
How UK law governs notice periods and when your contractual 4 weeks applies.
Statutory Minimums
- After 1 month of service: 1 week minimum
- Each additional complete year adds 1 week
- Maximum statutory notice: 12 weeks
- Source: Employment Rights Act 1996, s.86
Contractual vs Statutory
- Your contract may set a longer period than the statutory minimum
- Contractual notice cannot be less than the statutory minimum
- 4 weeks (28 days) exceeds statutory minimum for employees with under 4 years service
- After 4+ years service, statutory may equal or exceed 4 weeks
Garden Leave & PILON
Garden leave: Your employer keeps you on payroll but asks you not to come in. Your 4 weeks still runs in full. PILON (Pay In Lieu Of Notice): Your employer may pay you your 4 weeks salary and release you immediately instead of requiring you to work. Always confirm PILON in writing. See the UK Notice Period Calculator for full details on both options.
Examples of 4 Week Notice Calculations
Real worked examples — 28 days from different resignation dates across the year.
Example 1 — January
28 days from 6 Jan: 25 remaining days in Jan + 3 days in Feb = 3 February.
Example 2 — May
19 days left in May + 9 days in June = 28 days total.
Example 3 — November
20 days left in November + 8 days in December = 28 days total.
4 Weeks ≠ 1 Month
If you resign on 1 March, 4 weeks notice ends on 29 March (28 days). But 1 month notice ends on 1 April (31 days). The difference can be up to 3 days depending on the month. Always check whether your contract says "4 weeks" or "1 calendar month." Use our 1 Month Notice Period Calculator if your contract uses months instead.
Common UK Notice Period Mistakes
Avoid these errors to ensure a clean exit and avoid disputes with your employer.
Confusing 4 weeks with 1 month
Always check your contract wording. "4 weeks" means 28 days. "1 calendar month" means the same date next month. The difference can be up to 3 days.
Counting working days instead of calendar days
UK notice periods run on calendar days unless your contract specifically says "working days." Weekends and bank holidays count in the 28 days.
Resigning verbally without written notice
Always submit written resignation — email is sufficient. The 28-day clock should start from when written notice is received, not a verbal conversation.
Not getting PILON or waiver in writing
If your employer agrees to cut notice short or pay PILON, always get this confirmed in writing before your last day to avoid salary disputes.
Ignoring garden leave restrictions
If placed on garden leave, you are still employed for 28 days. Starting a new job before your notice ends can breach your contract and garden leave clauses.
Assuming probation uses the same notice period
During UK probation, your notice period is often just 1 week for both sides. The 4 week contractual period typically only applies after you pass probation.
Difference Between 4 Weeks and 1 Month Notice
These are not the same thing — here is exactly how they differ and why it matters.
| Scenario | 4 Weeks (28 days) | 1 Calendar Month |
|---|---|---|
| Resign 1 January | 29 January | 1 February (+3 days) |
| Resign 1 March | 29 March | 1 April (+3 days) |
| Resign 1 February | 1 March | 1 March (same) |
| Resign 1 October | 29 October | 1 November (+3 days) |
The key difference is how each is measured. 4 weeks is always exactly 28 calendar days — predictable and consistent regardless of month length. 1 calendar month means the same date in the following month — which can be anywhere from 28 to 31 days depending on which month you resign in.
For most UK employees, the difference is small (0–3 days), but it matters when your new job start date is tightly planned. Always read your contract carefully. If it says "4 weeks" use this calculator. If it says "1 month" use our 1 Month Notice Period Calculator instead.
Frequently Asked Questions
Common questions about 4 week notice periods in the UK.
Find your last working day instantly
Enter your resignation date above and get your exact last working day for a 4 week UK notice period — no signup, no spreadsheets.