Philippine resignation planning tool
Resignation Notice-Date Calculator
Enter when your written notice was submitted to calculate a proposed final working day and download a personalized resignation checklist.
Direct answer: Article 300 states that an employee resigning without just cause should serve written notice at least one month in advance. For planning, this calculator counts 30 calendar days after the notice date, excluding the submission day and including the calculated final day. A contract, CBA, employer waiver or legally sufficient immediate-resignation ground can change the applicable date.
Calculate your proposed final day
Possible reasons the calculated date may not control
Employer waiverThe employer agrees to shorten or waive the period. Preserve the approval and final date in writing.
Serious insultA serious insult by the employer or representative may permit termination without notice under Article 300.
Inhuman or unbearable treatmentThe facts and severity matter. Preserve a dated chronology, complaints, witnesses and records.
Crime or offenseA crime or offense by the employer or representative against the employee or immediate family is an express ground.
Analogous causeA different reason must be sufficiently similar in seriousness and character; it is not automatic.
Longer agreed noticeA contract or CBA may state a longer period. Its validity and application can require individual review.
Frequently asked questions about resignation dates
How is the proposed final working day calculated?
The calculator excludes the day the notice was delivered and counts the selected number of calendar days, including the calculated last day.
Does the Labor Code say 30 days or one month?
Article 300 uses “at least one month in advance.” General rules on legal periods treat an undesignated month as 30 days. This calculator therefore uses 30 calendar days for the statutory planning result.
Are weekends and holidays counted?
Yes, the planning result uses calendar days. If the result falls on a non-working day, agree in writing how the final shift, turnover and effective separation date will be handled.
What if my contract requires 60 days?
Select the applicable contractual period. A longer clause can raise enforceability or damages questions, so seek individual advice if the employer and employee disagree.
Can my employer let me leave earlier?
Yes. Preserve the employer’s written waiver or approval showing the agreed final day.
What if I submitted the letter by email?
Use the date it was transmitted and preserve the complete email, recipient, timestamp and any acknowledgment. A dispute may focus on when the employer actually received it.
Can I use my remaining leave during the notice period?
Do not assume leave automatically shortens the period. Check company policy, obtain approval and distinguish the last day physically worked from the effective separation date.
Can the employer move my final day?
The parties can agree to another date. The employer should not silently convert an agreed resignation date into a different event; document any change.
What if I have an immediate-resignation ground?
Use the immediate-resignation decision tool. Article 300 recognizes serious insult, inhuman and unbearable treatment, specified crimes or offenses, and analogous causes.
Will insufficient notice cancel my resignation?
Insufficient notice does not necessarily mean the employee can be forced to continue working. Article 300 refers to possible liability for damages when notice is not served.
Official legal sources
See Article 300 of the Labor Code for the employee notice rule and immediate-resignation grounds. Rules on computing legal periods are discussed under Article 13 of the Civil Code and Section 31, Book I of the Administrative Code of 1987.
Last materially reviewed: September 15, 2026. This calculator provides a planning date, not a binding legal determination. Confirm the applicable contract, CBA, employer agreement and facts.