Updated · Built and checked by the PlinzoTools team, formulas tested against published sources
Calculate your official last day of work from the date you give notice and your notice period.
Pick a date to calculate your last day.
This tool adds your notice period (14 days by default for the common "two weeks' notice" convention, but fully adjustable) to the date you plan to give notice, to calculate your exact last day of work.
Pick the date you plan to give notice and enter your notice period in days. Your calculated last day appears instantly.
You pick a date and enter a number of days. The tool adds that many calendar days to the date and displays the resulting weekday and full date. It counts every day, weekends and holidays included, and it rounds the notice period to a whole number of days. It does not skip weekends, count business days, or look up company holidays. That is deliberate: two weeks of notice in everyday usage means fourteen calendar days, and the result should fall on the same weekday you started from.
Last day = date you give notice + notice period in days
Say you plan to hand in your resignation on a Monday, the 3rd of a month, with the default 14 days. Adding 14 days gives the 17th, also a Monday, so your last day would be that Monday. If you instead give notice on a Thursday, the result is a Thursday two weeks later. Now suppose your employer asks for 30 days. Entering 30 will land you on a date that may fall on a weekend, which is a signal to discuss with your manager whether the last working day should be the Friday before or the Monday after.
Some contracts, executive agreements and union or government positions require a longer period, and some professional settings expect a month or more. Enter whatever your contract says. If your agreement requires notice, failing to give it may affect things like rehire eligibility, bonuses or references, so read the document before deciding on a date. This tool cannot tell you what a contract requires, and if you are unsure whether a clause is enforceable, an employment attorney can review it.
An employer may accept a shorter period, or may ask you to leave sooner. If your employer ends your employment before the date you calculated, questions about pay for the remaining period or benefits are governed by your agreement and state law, not by this tool. It can still be useful as a reference for what date you originally proposed.
Once you have the date, you can work backward: schedule a handover document, list projects to finish, and check when your final paycheck and any accrued PTO will be paid under your state rules.
No -- in most US states (which follow at-will employment), there's no legal requirement to give any notice at all. Two weeks is simply a widely followed professional courtesy convention, not a legal mandate.
No. It adds calendar days, so 14 days always lands on the same weekday you started from.
The calculator still shows that exact date. Talk to your employer about whether your last working day should be earlier or later.
Yes. Enter any number of days, for example 30 for a month-long notice clause in a contract.
In most at-will situations there is no legal requirement, but your contract or policy may require it. Check your own documents.
Reference: U.S. Department of Labor