Notice period calculator
When is your last working day, and what happens if you leave early? Enter your resignation date and notice length — the calculator handles calendar versus working days, and what leave does to your LWD.
When is my last working day if I resign today?
Your last working day (LWD) is the date your notice period ends. Count forward from the day your resignation was submitted or accepted by the number of days your contract requires — most Indian contracts mean calendar days, so weekends and public holidays count. A 90-day notice submitted on 11 August 2026 ends on 9 November 2026.
Two things move that date. If your contract starts the clock on the submission date rather than the day after, your LWD comes one day earlier. And if you take leave during notice, most Indian employers push the LWD out by the leave taken — ten days of leave means ten more days on the payroll. Set both switches below to match your own policy.
- Estimated time
- About a minute
- Cost / impact
- Free · no signup · runs in your browser
- What you need
- Resignation date, notice length, planned leave
Notice period calculator
Work out your last working day — including what leave does to it
Contracts differ. Calendar days include weekends; working days don't. If your contract just says '90 days', it almost always means calendar days.
Optional: price the shortfall if you leave early+
Basic salary only. The most common basis for notice recovery in Indian contracts — and the default here for that reason.
Your last working day
29 November 2026
Calendar days left
90 days
Working days left (5-day)
64 days
0% served · 90 days to go
Show the working
- 1Resignation submitted31 August 2026
- 2Notice clock starts the next day1 September 2026
The submission date itself is not counted — this is the more common contract wording.
- 3Notice period (calendar days)90 days
Weekends and public holidays are counted.
- 4Last working day before leave29 November 2026
Dates are calendar dates — they do not shift with your timezone. Public holidays are not deducted, because holiday lists differ by state and employer.
Key takeaways
- →LWD is the last day you are on payroll — not the day you resigned, and not always the day notice nominally ends.
- →"90 days" in an Indian contract almost always means 90 calendar days, weekends included.
- →Leave taken during notice usually extends your LWD. This is company policy, not statute, so confirm it in writing.
- →Whether the clock starts on the submission date or the next day changes your LWD by a day — check the contract wording.
- →Leaving before your LWD creates a shortfall your employer will normally recover from your settlement.
What is LWD (last working day)?
LWD stands for last working day. It is the final date you are on your employer's payroll and expected to be at work. In notice-period conversations it is used as a fixed reference point, because almost everything else in your exit is measured from it: your relieving letter carries it, your leave balance is frozen on it, your gratuity service length is counted up to it, and your full and final settlement is triggered by it.
Three dates get confused with each other constantly, and keeping them apart is most of the battle:
| Date | What it means |
|---|---|
| Resignation date | The day you submitted your resignation. Some contracts start the notice clock here; more start it the following day. |
| Notice end date | The nominal end of the notice period, before any adjustment for leave taken. |
| Last working day (LWD) | The real final day, after leave adjustments and any waiver or extension. This is the date that matters. |
How notice periods work in India
Calendar days versus working days
This is the difference that catches people out. If your contract says “90 days” without qualifying it, the near-universal reading in Indian practice is 90 calendar days — Saturdays, Sundays, Diwali and everything else included. A minority of contracts, more often in manufacturing and in some public-sector-linked employers, count working days instead.
The gap is large enough to matter for planning a joining date. Thirty working days on a five-day week runs about six calendar weeks; on a six-day week, about five. Ninety working days is closer to four and a half months than to three.
What your contract controls, and what it does not
The length of your notice period, the pay component a shortfall is recovered on, and whether leave extends your last working day are all contractual and policy matters. They vary between employers, and your appointment letter plus your employer's HR policy is the document that decides them — not a general rule you read online.
Statutory notice runs from your employer to you, not from you to your employer. The minima in Indian labour law — such as one month's written notice, or wages in lieu, before an employer retrenches a worker with a year's continuous service — govern your employerending your employment. They do not cut down the notice your contract asks of you when you resign. This calculator is built for resignation, so the period it works from is the one in your appointment letter. Your State's Shops and Establishments Act may also set terms for your category, so it is worth checking alongside the contract.
Three worked examples
1. Straightforward 90-day notice
Priya resigns on 11 August 2026. Her contract says 90 days, and the clock starts the day after submission. She plans no leave.
- Notice starts 12 August 2026 (day 1)
- Day 90 falls on 9 November 2026
- That is 64 working days on a five-day week
Her LWD is 9 November 2026. She can safely tell a new employer she is available from 10 November.
2. The same notice, with ten days of leave
Same facts, but Priya takes 10 days of leavein October, and her employer's policy extends the LWD for leave taken during notice.
- Notice end date is still 9 November 2026
- Ten leave days push the LWD to 19 November 2026
She has lost ten days against her new joining date without changing anything else. This is why the leave switch matters more than any other input on this page.
3. Leaving early, and what it costs
Priya's new employer wants her on 10 October 2026. Her LWD is 9 November, so she is 30 days short. Her monthly Basic is ₹60,000.
- Per-day pay on Basic: ₹60,000 ÷ 30 = ₹2,000
- Shortfall cost: 30 × ₹2,000 = ₹60,000
If the same recovery were calculated on Gross of ₹1,20,000 instead, the figure would double to ₹1,20,000 — which is why the pay basis is the number to check first. Whether to actually buy out is a separate question.
Four mistakes that move your last working day
Assuming leave doesn't extend notice
The most expensive assumption on this page. Most Indian employers do extend the LWD for leave taken during notice. Confirm your policy in writing before you commit to a joining date.
Assuming the count starts on submission day
Many contracts start the clock the following day. It is only one day, but it is the day your new employer is waiting on.
Assuming notice is always 90 days
Ninety days is common in Indian IT and at senior levels, but 30, 45 and 60 are all normal elsewhere, and probation periods often carry much shorter notice. Read your own letter.
Assuming your resignation date is the accepted date
If your manager sits on the acceptance for a week, some employers count from acceptance rather than submission. Get the accepted date confirmed in writing.
Related tools
Frequently asked questions
What does LWD mean in notice period?+
Does notice period include weekends and holidays?+
Does leave extend my notice period?+
Can my employer change my notice period after I resign?+
What is the difference between notice period and serving notice period?+
How do I calculate a 90 day notice period?+
Written and reviewed by Deepak Middha, Chartered Accountant (ICAI, India) and founder of LayoffNext.
Deepak Middha is the founder of LayoffNext and a Chartered Accountant (ICAI, India). A U.S. immigrant with nearly 20 years of experience — and 17 years in hedge fund and private equity administration, including as Vice President of Fund Accounting at NAV Fund Administration Group and Associate Director of Private Equity and Real Estate at SS&C Technologies — he builds free, plain-language layoff tools and guides for employees, H-1B workers, and immigrant families.