Methodology

How NoticeLine estimates notice end dates

NoticeLine uses an inclusive notice-window model. The chosen notice start date counts as day 1 of the notice period.

Core logic

1. Take the notice-given date and convert it into a notice start date using the selected rule: next day, same day, or custom.
2. Add the notice length in weeks or months.
3. Subtract one day so the final employment end date remains inclusive of the start date.
4. Enumerate each day inside that window and remove weekends plus supported bank holidays to build the active-working-day list.
5. If the user chooses to use unused holiday during notice, pull the last active working day earlier by that many active working days.

Bank holidays

The MVP includes a supported holiday table for the UK regions inside the app. If a scenario falls outside the supported years, NoticeLine still works, but active-working-day counts revert to the selected weekend pattern and warn that the holiday coverage is incomplete.

Why the tool separates two dates

People often ask “what is my last day?” when they actually mean two different things:

• Employment end date: when the notice period ends on paper.
• Last active working day: the last day you are likely to be at work if holiday is taken during the notice window.

What NoticeLine does not decide

• whether your contract allows a different notice-start rule
• whether holiday can be forced, refused, or paid instead
• garden leave, payment in lieu, redundancy, probation carve-outs, or tribunal risk