Hong Kong Notice Period Calculator

Use this Hong Kong guide as a practical worksheet before or after resignation. It explains the notice period calculator questions employees commonly ask, shows the calculation approach used by NoticePayCheck, and keeps the result framed as a general estimate that must be checked against your contract, HR records, and official guidance.

The calculator is useful when you know your resignation date and want to understand the practical shape of your final pay conversation. It can estimate the notice start date, notice period end date, last working day, daily rate, payment in lieu where the selected scenario supports it and you enter a clear payable-day basis, and unused leave or vacation payout from the days you enter.

It does not decide whether you qualify for a statutory payment, whether a contract clause is enforceable, or whether HR must use a different formula. The estimate is best used as a structured checklist: what date did you give notice, what notice period applies, what salary rate is being used, how many unused leave or vacation days are in the record, and which official source should you read before sending a question to HR.

Monthly salary uses this worksheet rate: monthly salary x 12 / annual working days. Weekly salary uses weekly salary / working days per week. Daily salary is used directly. Payment in lieu estimates use the daily rate only when a clear payable notice days basis is entered. Regular salary during a served notice period is treated as ordinary payroll review, not an extra payout added to the total. An unused leave or vacation estimate multiplies the daily rate by the entered unused days.

These formulas are intentionally labelled as worksheet logic, not jurisdiction-wide legal formulas. For Hong Kong, the important caution is: Hong Kong terminal payments may include components not calculated here, including statutory holiday pay, severance payment, long service payment, and other wages.

The date estimate assumes notice starts the day after resignation unless you choose same day. Days and weeks use calendar days. Months use calendar-month handling. Public holidays, rostered days, approved leave during notice, payroll cut-off dates, deductions, tax, and special contract terms are review items.

The page also keeps complex items out of scope. It does not compute severance, redundancy, long service payment, unfair dismissal, wrongful dismissal, collective agreement outcomes, award-specific rules, enterprise agreement outcomes, or contractor disputes. If a rule is complex, the calculator shows a warning or not-calculated status instead of guessing.