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Under the Employment Rights Act 1996, the legal minimum notice an employer must give an employee rises with length of service — one week after a month's service, then an extra week for each full year worked, up to a cap of 12 weeks for anyone with 12 or more years' service. The minimum an employee must give when resigning works differently: it's a flat one week once you've worked a month, regardless of how long you've been there, unless your contract specifies something longer. In practice, most employment contracts set a longer notice period than either statutory minimum on both sides — a month or more is common — and whichever is longer, the contractual period or the statutory one, is what actually applies.
No — a notice period is calendar time, not working days, so the last day shown may fall on a weekend if your notice period lands there. Your actual last working day in the office would then be the working day before or after, depending on your contract.
This is handled automatically — for example, one month's notice given on 31 January correctly lands on 28 February (or 29 in a leap year), not an invalid date like 31 February.
For an employee resigning, it's one week once you've worked at least a month. For an employer, it starts at one week and rises with length of service, capped at 12 weeks — check your contract first, since most specify a longer period than the legal minimum.
No. Everything is calculated locally in your browser — nothing you enter is sent to a server.