The day notice is given counts as the first day of the notice period.
Used only when your employment contract does not specify a notice period.
Disclaimer: Estimate only; your employment contract and applicable MOM rules determine the actual notice period and last working day.
A Notice Period Calculator Singapore helps estimate your final working day after you or your employer gives notice of termination. Enter the notice date and the notice period stated in your employment contract to calculate an estimated end date.
In Singapore, a notice period is normally counted in calendar days unless the employment contract clearly states otherwise. The calculation generally includes the day notice is given, weekends, rest days and public holidays.
How to Use the Notice Period Calculator
- Check the notice period written in your employment contract.
- Enter the date on which notice is given.
- Enter the notice length and select the correct unit.
- Select Calculate to see the estimated final working day.
- Confirm the result with your employer or HR department.
Use Reset if you want to perform another calculation.
When Does a Notice Period Start in Singapore?
According to Singapore’s Ministry of Manpower, the notice period includes the day on which notice is given.
For example, if an employee gives notice on 1 March and must serve 30 calendar days, 1 March is normally counted as the first day. The estimated final day would be 30 March.
The exact result may differ if the employment contract uses wording such as “one month,” “30 days” or a specific end date. Always follow the written contract and confirm the date with the employer.
Are Weekends and Public Holidays Included?
Yes. A notice period in Singapore generally includes:
- the day notice is given;
- Saturdays and Sundays;
- rest days;
- non-working days; and
- public holidays.
Do not exclude these days unless the employment contract or a written agreement with the employer clearly requires a different method.
You can check the Ministry of Manpower’s official termination with notice guidance for the current rules.
What If the Contract Does Not State a Notice Period?
If an employment contract does not specify a notice period, the minimum notice period generally depends on the employee’s length of service:
- Less than 26 weeks: 1 day
- 26 weeks to less than 2 years: 1 week
- 2 years to less than 5 years: 2 weeks
- 5 years or more: 4 weeks
The notice period should generally be the same for the employer and employee.
These are general statutory periods. Check the latest MOM guidance and your employment documents before taking action.
Can the Notice Period Be Waived?
An employer and employee may mutually agree to waive the notice period. The agreement should be recorded in writing to prevent misunderstandings.
A party may also be required to pay salary in lieu of notice when ending employment without serving the required notice. The exact amount and conditions depend on the employment contract and applicable rules.
Example of a Notice-Period Calculation
Suppose an employee gives notice on 1 March 2026, and the contract requires 30 calendar days of notice.
- Notice date and first counted day: 1 March 2026
- Required notice period: 30 calendar days
- Weekends and public holidays: included
- Estimated final day: 30 March 2026
This example assumes the contract states “30 calendar days.” A contract stating “one month” may produce a different end date.
Why Use This Calculator?
The calculator can help employees and employers:
- estimate the final working day;
- plan a job transition and handover;
- discuss the expected end date with HR;
- review salary arrangements during the notice period; and
- reduce mistakes caused by manual date counting.
The result is an estimate. Your employment contract, written agreements and applicable Singapore employment rules determine the actual final working day.
Related Singapore Employment Calculators
Use the Salary Calculator Singapore to estimate salary when planning a job change.
If your employment may end because of redundancy, try the Singapore Retrenchment Compensation Calculator.
You may also use the:
- Maternity Leave Calculator Singapore to estimate maternity-leave dates;
- Overtime Calculator Singapore to estimate overtime pay; and
- Annual Leave Calculator Singapore to review annual-leave entitlement.
Visit Calculator Singapores to explore more Singapore calculators.
Frequently Asked Questions
Q1: Is the Notice Period Calculator Singapore result exact?
A: No. It provides an estimate based on the information entered. Your employment contract and any written agreement with your employer determine the actual final working day.
Q2: Is the day I resign included in my notice period?
A: Yes. Under MOM guidance, the day notice is given is generally included in the notice period.
Q3: Are weekends included in a Singapore notice period?
A: Yes. Weekends, rest days and other non-working days are generally included.
Q4: Are Singapore public holidays included?
A: Yes. Public holidays falling within the notice period are generally counted.
Q5: Can I leave without serving my full notice period?
A: This may be possible if your employer agrees to waive the notice or if salary in lieu of notice is paid where applicable. Check your contract and obtain any agreement in writing.
Q6: Can annual leave shorten my notice period?
A: Taking approved annual leave during the notice period does not automatically bring forward the employment end date. Using leave to shorten the notice period requires the employer’s agreement.
Q7: What should I do if my contract does not mention notice?
A: Refer to MOM’s statutory notice periods based on length of service and confirm the applicable period with your employer.
Q8: Is “one month” the same as “30 days”?
A: Not always. “One month” and “30 days” can result in different end dates. Enter the exact period stated in your contract.