Saudi EOSB calculator
Saudi End of Service Benefits Calculator
Work out your exact gratuity and final settlement under KSA Labor Law — for resignation, termination, or contract expiry — in under a minute.
Enter your employment details
All fields are calculated locally in your browser — nothing is sent or stored.
End of service statement
KSA
to see your full payout breakdown here.
How your years of service set your gratuity share
If you resign, Saudi Labor Law scales your gratuity by tenure. Termination and contract expiry are not scaled — they receive the full amount regardless of years served.
How the calculation works
Enter your monthly salary — basic pay plus any fixed, regular allowances such as housing or transport.
Add your start date and last working day. We convert this into an exact years / months / days service period.
Select why you're leaving. This decides whether Article 84's resignation scale or full termination entitlement applies.
Get an itemised settlement statement instantly, ready to print or save as a reference for your HR team.
Saudi Labor Law: resignation & termination provisions
Base gratuity formula
- Half a month's wage for each of the first 5 years of service.
- One full month's wage for each year beyond 5 years.
- Calculated on the employee's last drawn total wage.
Resignation before 2 years
- No end-of-service benefit is payable.
- A statutory or contractual notice period must still be served.
Resignation, 2–5 years
- Employee receives one-third of the full gratuity entitlement.
Resignation, 5–10 years
- Employee receives two-thirds of the full gratuity entitlement.
Resignation after 10 years
- Full gratuity is payable, identical to termination or contract expiry.
Unfair termination compensation
- Unlimited contract: 15 days' wage per year of service.
- Fixed contract: wages for the remaining contract term.
- Never less than two months' total wage, in either case.
- Paid in addition to standard end-of-service gratuity.
Note on wages: gratuity is calculated on the last full wage, generally understood as basic salary plus regular cash allowances (e.g. housing, transport). Disputes over entitlement or wage composition can be raised with the Ministry of Human Resources & Social Development or the Labor Courts.