What an employer recovers for the notice days you do not serve
Estimates only, not financial advice. What you type stays on your device. Updated on 24 Oct 2026.Joining somewhere sooner usually means paying for the notice you skipped, either yourself or through the new employer. Enter the day you want to stop, and the shortfall in days appears with the amount it costs at the monthly pay your contract recovers on. Earned leave set against the shortfall reduces it, where your company allows that.
Set "Resignation accepted on"; a 3-month notice is already selected.
Under "Leaving earlier", set "Last day you want (optional)" to the day you plan to stop.
Set "Monthly pay the contract recovers on", starting from the preset ₹80,000, and the "Days in a month" your employer uses.
Enter any "Leave set against the shortfall" your company allows.
Read the "Shortfall" and "What the employer would recover", then press "Share result".
Two dates decide a resignation: the day it went in and the day you stop coming. This works out the second from the first, and then what it costs to move it forward.
Notice runs in calendar days, not working days, so weekends and public holidays are inside it. Three months from 5 January 2026 ends on 4 April 2026, which is 90 calendar days. One thing genuinely differs between contracts: whether the day you resigned is day one of the notice. On that reading three months from 5 January ends 4 April; on the other it ends 5 April. A switch on this page sets it, because reading it one way and your employer reading it the other is exactly the argument worth avoiding.
Leaving before the notice ends produces a shortfall, and Indian appointment letters almost always allow the employer to recover pay for it. The amount is shortfall days × monthly pay ÷ 30, but which monthly pay is a question your contract answers: some say basic, some gross, a few say full CTC. Enter whichever yours names. A few contracts divide by 26 working days instead of 30, which makes the recovery larger, so that is a choice too.
The rest of the article, and all 6 questions about Notice Period Calculator, are on the Notice Period Calculator page.
Calendar days, at almost every Indian employer. Weekends, public holidays and any leave you take all fall inside the notice rather than extending it. A 30-day notice from 1 March therefore ends on 30 March, not five or six days later, unless your appointment letter says otherwise in writing.
Shortfall days × monthly pay ÷ 30. Skipping 45 days on a recovery base of ₹80,000 a month costs ₹1,20,000. Which monthly pay applies is set by your contract: basic at some employers, gross or full CTC at others, and the difference between those is often more than double.
Sometimes, and only if your employer agrees. Many Indian companies allow an unused earned leave balance to offset shortfall days one for one, others allow part of it, and a few allow none at all. Enter the days your company will actually accept, not the days sitting in your balance.
Relieving practice varies and this page cannot answer it. What the calculator gives is the date your contractual notice runs out and the shortfall if you leave sooner. Anything about withheld relieving letters, garden leave or disputed recovery is a matter for your HR policy and legal advice.
Formula only: no rates or limits are read from an official source.
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