End of Service Reward Calculator

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End Of Service Gratuity Benefit Calculator

This comprehensive end of service benefit calculator, generates a free customised report for you. It is based on the current provisions of the Saudi Labor Law.
It should not be used by those exempt from the provisions on the Labor Law under Article 7. The end of service reward for domestic workers is covered under separate legislation - Article 16 of the Domestic Workers Law.

Begin here:-
Start Date of Employment For Job*
DD slash MM slash YYYY
End Date*
DD slash MM slash YYYY
Hidden
Number of days between start and finish
Auto-calculated when dates in the two fields above are selected correctly. Counts 366 days in leap years.
Number of Days of Absence Without Pay
Do not enter any days for paid annual leave, weekends, allowed sick days and national holidays.
Resulting Number of Days Employed
Limited Term or Unlimited Term employment contract?*
Limited Term Contracts
An employment contract that is variously referred to as "limited term," "fixed term," "definite term" or "determined term" has a fixed end date on which it will automatically expire, unless either party terminates it before that date or both parties agree to renew it.
Unlimited Term Contracts
An employment contract variously referred to as "unlimited term", "open term," "indefinite term" and "undetermined term" is opened-ended with regards to its expiry.
General Circumstances of Ending Employment*
General Circumstances of Ending Employment (Unlimited Contract)*
Are you male or female?*
Did you resign within 6 months from the date of getting married or within 3 months from the date of giving birth?*
Article 87
Article 87
As an exception to the provisions of Article (85) of this Law, the worker shall be entitled to the full award if he leaves the work due to a force majeure beyond his control. A female worker shall likewise be entitled to the full award if she ends her contract within six months from the date of her marriage or three months from the date of giving birth.
Article 85
If the work relation ends due to the worker’s resignation, he shall, in this case, be entitled to one third of the award after a service of not less than two consecutive years and not more than five years, to two thirds if his service is in excess of five successive years but less than ten years and to the full award if his service amounts to ten or more years.
Was the reason for resigning beyond your control?*
Article 87
Article 87
As an exception to the provisions of Article (85) of this Law, the worker shall be entitled to the full award if he leaves the work due to a force majeure beyond his control. A female worker shall likewise be entitled to the full award if she ends her contract within six months from the date of her marriage or three months from the date of giving birth.
Article 85
If the work relation ends due to the worker’s resignation, he shall, in this case, be entitled to one third of the award after a service of not less than two consecutive years and not more than five years, to two thirds if his service is in excess of five successive years but less than ten years and to the full award if his service amounts to ten or more years.
Did you give the correct advance written notice of your resignation ?*
60 days written notice if paid monthly, 30 days written notice if paid more regularly but longer might have been agreed in your contract. See the info icon for more detail.
Article 75
If the contract is of an indefinite term, either party may terminate it for a valid reason to be specified in a written notice to be served to the other party at least sixty days prior to the termination date if the worker is paid monthly and not less than thirty days for others. source
Reason for employer terminating you*
Depending on whether your termination was the result of your employer summarily terminating (firing) you for one of the reasons in Article 80 of the Labour Law, or not, it may affect your payout. Click the info icon to see if any apply.
Depending on whether your termination was the result of your employer simply ending the contract early or if you were summarily terminated (fired) for one of the reasons below it will affect your payout.
Article 80
An employer may not terminate the contract without an award, advance notice or indemnity except in the following cases, and provided that he gives the worker a chance to state his reasons for objecting to the termination:
1. If, during or by reason of the work, the worker assaults the employer, the manager incharge, any of his superiors or any of his subordinates.
2. If the worker fails to perform his essential obligations arising from the work contract, or to obey legitimate orders, or if, in spite of written warnings, he deliberately fails to observe the instructions related to the safety of work and workers as may be posted by the employer in a prominent place.
3. If it is established that the worker has committed a misconduct or an act infringing on honesty or integrity.
4. If the worker deliberately commits any act or default with the intent to cause material loss to the employer, provided that the latter shall report the incident to the appropriate authorities within twenty-four hours from being aware of such occurrence.
5. If the worker resorts to forgery in order to obtain the job.
6. If the worker is hired on probation.
7. If the worker is absent without valid reason for more than thirty days in one year or for more than fifteen consecutive days, provided that the dismissal be preceded by a written warning from the employer to the worker if the latter is absent for twenty days in the first case and for ten days in the second.
8. If the worker unlawfully takes advantage of his position for personal gain & results.
9. If the worker discloses work- related industrial or commercial secrets.
Reason for terminating your employer*
Article 81
Without prejudice to all of his statutory rights, a worker may leave his job without notice in any of the following cases:
1. If the employer fails to fulfil his essential contractual or statutory obligations towards the worker.
2. If the employer or his representative resorts to fraud at the time of contracting with respect to the work conditions and circumstances.
3. If the employer assigns the worker, without his consent, to perform a work which is essentially different from the work agreed upon and in violation of provisions of Article (60) of this Law.
4. If the employer, a family member or the manager in-charge commits a violent assault or an immoral act against the worker or any of his family members.
5. If the treatment by the employer or the manager in-charge is characterized by cruelty, injustice or insult.
6. If there exists in the workplace a serious hazard threatening the safety or health of the worker, provided that the employer is aware thereof but fails to take measures indicating its removal.
7. If the employer or his representative, through his actions and particularly his unjust treatment or violation of the terms of the contract, has caused the worker to appear as the party terminating the contract.
Monthly Salary*
This is based on your final 'wage' see info icon for more detail about what is included.
The end of service award is calculated on your 'wage' according to Article 84.
In the definitions of the Labour Law 'Wage' is defined as the 'Actual Wage'

Actual Wage:
The basic wage plus all other due increments decided for the worker for the effort he exerts at work or for risks he encounters in performing his work, or those decided for the worker for the work under the work contract or work organization regulation. This includes:

(١) The commission or percentage from sales or profits paid against what the worker markets, produces, collects or realizes from increased or enhanced production.
(٢) Allowances the worker is entitled to for exerted effort, or risks he encounters while performing his job.
(٣) Increments that may be granted in accordance with the standard of living or to meet family expenses.
(٤) Grant or reward: What the employer grants to the worker and what is paid to him for honesty or efficiency and the like, if such grant or reward is stipulated in the work contract or the work organization regulation of the firm or if customarily granted to the extent that the workers consider it part of the wage rather than a donation.
(٥) In rem privileges: what the employer commits himself to provide to the worker for his work by stating it in the work contract or the work organization regulation and its estimated at a maximum of two months basic wage per annum, unless it is otherwise determined to exceed that in the work contract or the work organization regulation.
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