Estimate notice pay and unused leave from amounts, divisor and days in your written terms; state leave rules and employer policy may differ.
How the worksheet works
Uses the monthly cash amount, daily-rate divisor, notice days, and unused leave days that you enter. It does not decide what an employer owes.
Inputs and privacy
Calculations run in the browser. Entered values are not sent to the API, stored, added to the URL, or used as analytics events.
Reconcile the final statement
Keep notice pay and leave encashment on separate lines. Compare the entered divisor and days with the contract, leave balance, applicable rules and the employer's final payroll calculation.
Limits
Educational arithmetic only. Verify contracts, tax questions, and employer-specific terms against current documents and qualified sources.
Questions worth checking
- How is the daily amount calculated?
- The worksheet divides the monthly cash amount you enter by the monthly-days divisor you choose. It then multiplies that daily amount separately by notice days and unused leave days. Enter the same salary basis that your contract or employer's calculation uses, and record the divisor explicitly rather than assuming every employer uses the same convention. This is simple arithmetic, not a statutory conclusion about the correct salary components or divisor. The result stays gross; tax, deductions, recoveries, and other final-settlement lines are not included.
- Does the notice amount tell me whether notice pay is owed?
- No. The calculation shows the product of your entered daily amount and notice days; it does not determine whether you must serve notice, whether an employer may waive it, or whether a payment is due in either direction. Read the employment agreement, amendments, resignation acknowledgement, and applicable policy. Verify whether notice is counted in calendar days or working days and whether payment is based on basic pay, gross salary, or another defined wage. If terms conflict or a deduction is disputed, seek an authoritative written explanation before treating this estimate as a settlement figure.
- How should I enter unused leave?
- Use the number of leave days that your current leave balance and employer policy support. Confirm which leave category can be carried forward or encashed, the cutoff date for the balance, and whether the employer uses a different salary base or divisor from the notice calculation. The worksheet deliberately applies the selected divisor to both items for consistent arithmetic, but actual policies can differ. It does not decide whether a category is encashable, whether a balance has expired, or how a partial day is rounded. Keep the leave statement and final settlement document for reconciliation.
- What is included in the combined total?
- The combined gross arithmetic total is notice amount plus leave amount only. It is not the complete final paycheck and should not be compared directly with a bank credit without accounting for salary through the last working date, tax withholding, statutory deductions, reimbursements, incentives, advances, loans, or documented recoveries. Some amounts may be payable to the employee while other notice amounts may be obligations; direction depends on the contract and facts. Use separate lines in your own reconciliation so an offset does not hide which component is being disputed.
- How can I check an employer's final statement?
- Ask for each amount, rate, number of days, date range, and policy reference on a written itemized statement. Match salary through the last working day to attendance records, compare leave to the HR balance, and verify the notice clause and any recovery authorization. Keep copies of the resignation or termination letter, handover record, payslips, and correspondence. If a number differs, ask the employer to show its calculation rather than changing unrelated inputs to force a match. This tool is a calculator aid; it does not provide legal advice or decide what an employer owes.