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The calculator takes your contract start date and the agreed notice period (in days, weeks, or months) and returns the last date by which you must submit a resignation or termination letter to end employment on a given date. It accounts for calendar months and leap years automatically.
In the US, most private-sector employment is at-will — meaning either party can end the relationship without advance notice unless a written contract specifies otherwise. Always check your offer letter or employee handbook for any agreed notice clause.
Missing a notice deadline can result in forfeited severance, loss of benefits continuation under COBRA, or a breach-of-contract claim if a signed agreement is in place. Getting the date right protects both sides and enables a smoother handover.
Typically, continuous service from your official hire date counts. Probationary periods usually count too, unless your contract explicitly excludes them. Contract gaps or a change in employment type (part-time to full-time) may reset the clock — check your HR documentation.
During probation, many contracts allow a shorter notice period — sometimes as little as one week for either party. Once probation ends, the standard contractual notice period takes effect. Check your specific agreement for the exact terms.
Not always. Severance is governed by your employment contract or company policy, not statutory law in most US states. Some employers pay in lieu of notice (PILON), meaning they end employment immediately but pay out the notice period as a lump sum. This is separate from any severance package negotiated on departure.
