The notice period is where resignations turn into arithmetic: 60 days from which date, do weekends count, can leave be adjusted, how much does a buyout cost, and when exactly is the last working day (LWD) on the relieving letter? This calculator answers all of it: enter the resignation date, the notice period, any leave adjusted against notice and any days bought out, and it returns the LWD, the days remaining, the effective notice served and the buyout amount from your monthly gross. Works for employees planning a move and HR teams issuing acceptance letters.
How the last working day is computed
- Notice starts on the day of resignation (or the next day if your policy says so — the calculator treats the resignation date as day 1).
- Notice periods are calendar days unless the contract says "working days"; a 30-day notice includes weekends and holidays.
- Leave adjustment: many companies allow earned leave to be set off against notice; each day adjusted shortens the LWD by one day.
- Buyout: the balance of notice not served is paid by the employee (or waived by the employer). Cost is usually gross salary ÷ 30 × days, though some contracts use basic only.
- LWD = resignation date + effective notice − 1.
Example: resign 1 October 2026 with 60 days' notice, 10 days' leave adjusted, 5 days bought out → effective notice 45 days → LWD 14 November 2026. The employee-side rules, including when a company can refuse buyout, are in Notice period, last working day and full & final settlement.
How to use the calculator
- Enter the resignation date and the notice period in days (30, 60 or 90 are typical).
- Enter leave days to be adjusted against notice, if your policy allows.
- Enter days you want to buy out and your monthly gross; the tool computes the cost.
- Read the LWD, days remaining from today, and the effective notice.
- Share the LWD with HR in your resignation email, and count working days to it with the business days calculator for handover planning.
What the law says
- Notice periods come from the employment contract and, for workmen, from state Shops and Establishments Acts and standing orders — typically 30 days for those with a year's service. Ninety-day notices are common in IT and enforceable if in the contract.
- Buyout must be mutual unless the contract gives the employee a right to buy out; the employer may insist on service where it is genuinely needed for handover.
- Full and final settlement (salary, leave encashment, bonus, reimbursements) is due within two working days of the last day under the Code on Wages; gratuity within 30 days.
- The relieving and experience letters should state the LWD exactly as computed.
Tips for a clean exit
- Resign in writing with the date; the acceptance email should confirm the LWD.
- Check leave balance first with the leave balance calculator — encashment is often better value than adjustment if the new employer will wait.
- Ask the new employer to reimburse the buyout; many do for critical hires, and it is taxable in your hands if paid to you rather than directly.
- Time it around the five-year gratuity mark or the appraisal payout if either is close; see EPF & gratuity.
- Keep copies of the resignation, acceptance and F&F statement.
Related tools
- Leave balance calculator — what can be adjusted or encashed.
- Business days calculator — working days to the LWD.
- Experience letter generator — HR: issue the relieving letter with the right date.
- Offer letter generator — set a notice period you can actually enforce.
- In-hand salary calculator — the new offer's real take-home.
- EPF & gratuity calculator — what you carry with you.
- Statutory bonus calculator — bonus due in the final settlement.