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Dutch Notice Period Calculator (Opzegtermijn) - Last Working Day

Calculate the statutory Dutch notice period and the date your employment contract actually ends. Free and browser-based, no data is stored.

Who gives notice?

Only fill this in if your contract or CAO explicitly deviates from the legal default.

Employment ends on

31 October 2026

This is the last day of the contract and the last possible working day.

Length of service7.5 years
Statutory notice period (employee)1 month
Applied notice period1 month
Notice period runs from1 October 2026

Based on Article 7:672 of the Dutch Civil Code (2026 rules). This is an indication, not legal advice. A CAO can deviate from these periods.

Opzegtermijn: How Dutch Notice Periods Work

Dutch law sets different notice periods for the two sides of an employment contract. An employee who resigns must observe one calendar month, regardless of how long they have worked, unless the written contract says otherwise. An employer's statutory notice depends on length of service: one month for service under five years, two months for five to ten years, three months for ten to fifteen years, and four months from fifteen years. These rules come from Article 7:672 of the Burgerlijk Wetboek.

The detail most people miss is that notice is given against the end of the month (tegen het einde van de maand). If you resign on 12 September with a one-month notice period, the period only starts on 1 October, so your contract ends on 31 October, not 12 October. Resigning on the 1st or the 28th of the same month makes no difference to your end date, which is why timing your resignation just before month-end can save you almost a whole month.

Contracts may lengthen the employee's notice period up to six months, but only if the employer's own period is at least twice as long. A collective agreement (CAO) can deviate further in both directions, so always check yours. For dismissals via a UWV procedure, the employer may deduct the time the procedure took from the notice period, as long as at least one month remains.

Leaving a job also triggers money questions: the Dutch Severance Calculator on ToolForte computes your statutory transition payment, and the Dutch Holiday Allowance Calculator shows the vakantiegeld that must be settled with your final payslip. If you are counting down, the Dutch Working Days Calculator tells you exactly how many working days remain until your last day.

Dutch rules toolkit

This is one of 21 tools built on actual Dutch regulations rather than generic maths: salary and severance, notice periods and WW duration, BTW and mortgages, public holidays, AOW age, and GDPR-safe test data for Dutch systems.

See all Dutch tools

How the Notice Period Calculator Works

  1. 01Choose who gives notice: you as the employee, or your employer.
  2. 02Enter your employment start date and the date notice is given.
  3. 03Optionally enter a deviating contractual notice period in months.
  4. 04The calculator applies Article 7:672 of the Dutch Civil Code, adds the end-of-month rule, and shows the exact date your contract ends.

Statutory Notice Periods

An employee who resigns owes one month of notice unless the contract says otherwise. An employer's notice depends on service length: 1 month under 5 years, 2 months for 5 to 10 years, 3 months for 10 to 15 years, and 4 months from 15 years. Notice is given against the end of the month, so the period starts on the first day of the following month.

When to Use This Calculator

Use it before resigning to time your last day around a new job's start date, when you receive notice from your employer and want to verify the end date, or when planning how long a dismissal procedure will keep you on payroll.

Common Use Cases

Tips

  • Resign in writing a few days before month-end; waiting until the 1st costs you a whole extra month.
  • Check your CAO before relying on the statutory periods; deviations are common in sectors like healthcare and construction.
  • Remaining vacation days are paid out with the final payslip, so you do not have to burn them during the notice period.

Frequently Asked Questions

What is the notice period if I resign?→
One calendar month by law, regardless of service length, applied against month-end. Resigning on 12 September means your contract ends on 31 October. Your contract can set a longer period, up to six months, but then the employer's period must be at least twice as long.
What notice must my employer give?→
It depends on your service: 1 month under 5 years, 2 months between 5 and 10 years, 3 months between 10 and 15 years, and 4 months from 15 years of service. A CAO can deviate from these periods in either direction.
What does 'against the end of the month' mean?→
The notice period only starts on the first day of the month after notice is given. Notice on 1 March or 28 March with one month both end the contract on 30 April. Giving notice just before month-end therefore saves you almost a full month compared to just after.
Can my contract change the statutory periods?→
Yes, within limits. Your own notice period can be extended to at most six months in writing, but only if the employer's period is at least double yours. Shortening the employee period below one month is only possible via a CAO.
Does a UWV procedure change the end date?→
The employer may deduct the duration of the UWV dismissal procedure from the notice period, as long as at least one month of notice remains. With a 2-month statutory period and a procedure that took 5 weeks, roughly one month of notice is left after permission is granted.

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