Saudi Arabia End of Service Calculator
Works out the end-of-service gratuity (EOSB) of a private-sector employee in Saudi Arabia from the actual wage, the length of service and the reason for leaving, showing every step.
Fix these fields, then press Calculate:
Estimated settlement
Saudi ArabiaCalculated onEnter your details and press Calculate to see your estimated settlement.
No gratuity is due with these inputs. The table below shows why.
Estimated amount
| Step | Calculation | Amount (SAR) |
|---|
Notes
How is the award calculated?
Article 84 of the Labor Law requires the employer to pay an end-of-service award when the work relationship ends: half a month’s wage for each of the first five years, and a full month’s wage for each year after that, with parts of a year paid in proportion. The last wage is the basis. The reason the relationship ended then decides whether you get the full award or a share of it. The calculator follows these steps in order and shows them in the breakdown under the result.
1. The wage used
The Labor Law defines wage as the basic wage plus the other increases due to the worker for the effort made or the risks of the job. So enter your actual monthly wage: basic pay plus the fixed allowances paid every month, such as housing and transport, as in your last wage. If your contract excludes commissions from the award, leave them out.
2. Length of service
Service runs from your start date to your last working day, and that day counts. We take the full years, then the full months, then the remaining days, and value a month at 1/12 of a year and a day at 1/360. This is the method that reproduces the Ministry of Justice labour calculator, and the examples on this page were checked against it. Unpaid leave beyond 20 days is taken out.
3. The full award
The wage is multiplied by half a month for each of the first five years, then by a full month for each year after. For a wage of SAR 10,000 and seven years of service:
- First five years: 10,000 × 1/2 × 5 = SAR 25,000.
- Next two years: 10,000 × 1 × 2 = SAR 20,000.
- Full award: 25,000 + 20,000 = SAR 45,000.
4. The effect of the reason for leaving
- The employer ended the contract, or a fixed-term contract ran out: full award.
- Resignation, or you ended the contract (Article 85): nothing before two full years, one third from two to under five, two thirds from five to under ten, and the full award from ten years.
- Article 87 cases, and leaving under Article 81: full award, whatever the service.
- Dismissal under Article 80: no award.
In the seven-year example, resigning gives two thirds of 45,000, which is SAR 30,000.
5. Rounding
The calculator keeps fractions exact (a third stays a third, not 0.33) and rounds the final amount once, to the nearest halala. That is why a third of SAR 20,000 shows as SAR 6,666.67.
Worked examples
| Case | Actual wage (SAR) | Service | Award (SAR) |
|---|---|---|---|
| Employer ended the contract | 10,000 | 7 years | 45,000 |
| Resignation | 10,000 | 7 years | 30,000 |
| Resignation | 10,000 | 4 years | 6,666.67 |
| Fixed-term contract ran out | 10,000 | 4 years, 8 months, 10 days | 23,472.22 |
Special cases
Resignation, including from a fixed-term contract
Whenever you end the contract yourself, Article 85 treats it as a resignation, whether the contract is fixed-term or open-ended. The amendments in force since 19 February 2025 defined resignation and its procedure but did not change the shares. Resign before two full years and nothing is due; after two years you get one third, after five years two thirds, and after ten years the full award.
Marriage, childbirth and force majeure (Article 87)
The full award is paid, with no resignation cut, when you leave because of force majeure beyond your control, or when a female employee ends her contract within six months of her marriage contract or within three months of giving birth. Choose this reason in the calculator if it applies, and keep proof of the date.
Leaving because the employer breached the contract (Article 81)
You may leave without notice and keep all your rights if, among other cases, the employer fails its essential obligations, misled you when you were hired, moves you without consent to substantially different work, assaults you, treats you harshly or ignores a serious danger at work. The award is then paid in full, but the competent authority decides whether the reason is proven; if it is not, leaving may be treated as a resignation.
Dismissal under Article 80 and probation
Article 80 lets the employer end the contract with no award, notice or compensation in listed cases, such as assault at work, failing essential duties after a written warning, unexcused absence of more than 30 days in a contract year or 15 days in a row, disclosing work secrets, and ending the contract during probation. The employer must give you a chance to state your objections.
Unpaid leave
If you take unpaid leave with the employer’s approval, the contract is suspended for the part of the leave beyond 20 days, unless you agree otherwise (Article 116). That is why the calculator asks only for the days beyond the first 20 of each unpaid leave and takes them out of your service. Paid and sick leave do not go in this field.
Less than a year of service
The Labor Law sets no minimum service when the employer ends the contract or a fixed-term contract runs out, because the award covers parts of a year in proportion. Six months on a wage of SAR 8,000 earns SAR 2,000. On resignation, however, nothing is due before two full years.
Exactly two, five or ten years
The resignation share follows the number of full years up to your last working day, that is, reaching your work anniversary. Someone who started on 1 January 2024 with a last working day of 31 December 2025 has two full years and gets one third. At exactly five years the calculator applies two thirds, as the Ministry of Justice calculator does, although the article’s wording can be read differently on that single day.
Frequently asked questions
Is the gratuity based on the basic salary or the total salary?
On the actual wage, which is the basic wage plus the fixed allowances paid every month, such as housing and transport. That follows the Labor Law’s definition of wage, and the Ministry of Justice labour calculator also adds basic and allowances together. An employee and employer may agree that commissions, in whole or in part, are left out, so check your contract first.
How much do I get if I resign after three years on SAR 10,000?
The full award for three years is half a month’s wage per year, so 10,000 × 1/2 × 3 = SAR 15,000. Because the service is at least two years but under five, one third of it is paid on resignation, which is SAR 5,000. Had the employer ended the contract after the same service, the full SAR 15,000 would be due.
Do I get anything if I worked less than a year?
Yes, if the employer ended the contract or your fixed-term contract ran out, because Article 84 pays for parts of a year in proportion to the time worked. If you resigned before two full years, nothing is due. Ending the contract during probation under Article 80 is also an exception, with no award at all.
Why does another calculator give a different amount?
Usually for one of three reasons. The wage, because some tools use the basic salary only. The day count, because we count your last working day and value each day beyond whole months at 1/360 of a year, like the Ministry of Justice calculator, while others divide by 365. And the reason for leaving. Open the breakdown to see every number.
Does a fixed-term or open-ended contract change the calculation?
The full award is worked out the same way for both. What differs is how the contract ended. A fixed-term contract running out pays the full award, while resignation follows the Article 85 shares for both types. The two types differ on compensation for ending a contract without a valid reason (Article 77) and on notice, which this calculator does not cover.
Does my last working day count as service?
Yes. The calculator counts your last working day as a day of service, so someone who started on 1 January 2019 and last worked on 31 December 2025 has exactly seven years. Enter the day you actually last worked, not the day after, because one extra day adds 1/360 of a year to the service and changes the amount slightly.
Does this calculator apply to government employees?
No. It follows the Labor Law, which governs the private sector and those treated like it. Employees of government bodies who fall under the civil service rules have different end-of-service rules, so this result does not apply to them. Domestic workers also have their own regulation issued by the Ministry of Human Resources, with rules that differ from this page.
What can I do if I disagree with my employer about the amount?
Ask for a written statement of how they calculated it and compare it with the breakdown here; most disputes come from the wage used, the last working day or the reason for leaving. If you still disagree, start with the amicable settlement on the Ministry of Human Resources platform “Wedy”, the first stage before a claim reaches the labour court.
Sources
- HRSD — End-of-service award regulations · accessed 27 September 2026
- HRSD — Labour culture guide: key rights and duties under the Labor Law (PDF) · accessed 27 September 2026
- Umm Al-Qura — Amendment of certain articles of the Labor Law (2024) · accessed 27 September 2026
- Ministry of Justice — Labour calculator · accessed 27 September 2026
- King & Spalding — Amendments to the Saudi Labor Law · accessed 27 September 2026
- Bayzat — Unpaid leave in Saudi Arabia · accessed 27 September 2026
- Al-Mokhtar Law Firm — Article 84 of the Labor Law · accessed 27 September 2026
- HRSD — Labor Law, consolidated text with amendments to 1446 AH (PDF, Arabic) · accessed 27 September 2026
Please note
This calculator gives an estimate based on the published law. Your contract, company policy or a court decision can change the real amount. It is not legal advice.