Notice Period Calculator
Work out the last working day from a resignation date and notice period, and what a shortfall costs. Most Indian contracts recover notice on gross salary, not basic, which makes the number much larger.
Free · No sign-up · Nothing leaves your browser · Figures reviewed 22 September 2026
Your details
Set this equal to the notice period if the full notice is being served.
Only where your contract or policy allows it. Many employers do not.
Used to value a shortfall.
Read the clause. Most Indian contracts specify gross or CTC.
Notice shortfall
30 days
Serving 30 days of a 60 days notice period, recovered at about ₹80,000.
Dates
- Resignation submitted
- 1 September 2026
- Full notice ends60 days from submission
- 31 October 2026
- Actual last working day
- 1 October 2026
Recovery
- Days not served
- 30 days
- Recovery basis
- Gross salary
- Per day
- ₹2,666.67
- Amount recoverable
- ₹80,000
Most Indian contracts specify gross or CTC as the recovery basis, which makes the amount substantially larger than a basic-only calculation. Read the clause before assuming.
Notice periods come from the employment contract and the applicable Shops and Establishments Act, not from a single national rule. Thirty, sixty and ninety days are all common.
Whether accrued leave can be set against notice is a policy question, not a statutory one. Many employers refuse it precisely because the notice period exists to hand over.
Total deductions from wages cannot exceed 50% of wages in any wage period, so a large notice recovery cannot simply be taken out of the final settlement in one go.
Notice periods come from the employment contract and the applicable Shops and Establishments Act, not from a single national rule. Thirty, sixty and ninety days are all common, and the clause usually also says what happens when notice is not served.
Two things decide the cost: the recovery basis, which is gross in most Indian contracts, and whether accrued leave can be set against notice — a policy question, not a statutory one.
Frequently asked questions
- Can an employer refuse to accept a resignation?
- It can decline to waive the notice period, but it cannot compel someone to keep working. What follows is a contractual question about the notice — recovery, or a negotiated release — not a question of whether the resignation is valid.
- Is notice pay recovery calculated on basic or gross salary?
- It follows the contract, and most Indian contracts specify gross or CTC. That makes the recovery substantially larger than a basic-only figure, which is why the clause is worth reading before you resign.
- Can leave be adjusted against the notice period?
- Only if the contract or policy allows it. It is a policy question, not a statutory right, and many employers refuse precisely because the notice period exists for handover.
- How much notice can an employer deduct from the final settlement?
- It can recover the shortfall if the contract provides for it, but total deductions from wages cannot exceed 50% in any wage period under section 18(2) of the Code on Wages.
About this tool
Built by the ViniOffice team. Figures and rules last reviewed 22 September 2026 against the statutory reference this team maintains. Indian statutory rates are date-effective and change by notification — confirm against the current one before running payroll or filing.
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