Estimate UAE gratuity or Saudi end-of-service award from salary, service length and termination reason, with a transparent legal-formula breakdown.
UAE traditional gratuity · Saudi award and resignation bands · Local browser calculation
| Country | General wage basis | First five years | Later service | Important adjustment |
|---|---|---|---|---|
| United Arab Emirates | Last basic wage under the traditional federal private-sector calculation | 21 days for each eligible year | 30 days for each year over five | At least one continuous year; eligible fractions prorated; unpaid absence excluded; total capped at two years of wage |
| Saudi Arabia | Last wage used under the Labour Law and applicable agreement | Half a month for each year | One month for each year over five | Ordinary resignation can reduce the award; Article 87 exceptions and other full-award endings use 100% |
The calculator separates the base statutory formula from the entitlement factor so users can see exactly where a Saudi resignation reduction or UAE cap changes the result.
The UAE Government portal states that service below one year does not qualify, eligible service up to five years uses 21 days per year, later years use 30 days, unpaid absence is excluded and total gratuity cannot exceed two years of wage.
Open UAE Government guidance →Saudi HRSD publishes the half-month and full-month formula, proportional fractions, resignation bands, Article 87 exceptions and an official end-of-service calculator.
Open Saudi HRSD rules →Select the country whose private-sector end-of-service formula applies to the employment relationship.
Use joining and termination dates or enter completed years, months and days manually.
For UAE traditional gratuity, enter the last basic monthly wage. For Saudi Arabia, enter the last wage used under the applicable labour-law and contract rules.
For Saudi Arabia, choose resignation, full-award termination, probation or an Article 87 exception because the entitlement factor can change.
Check the service breakdown, formula bands, eligibility factor, cap and estimated final gratuity, then copy, print or download the report.
Use the last wage basis shown in payroll records, confirm the joining and termination dates, exclude only legally relevant unpaid absence, and select the Saudi termination reason that can be supported by documents. Compare the result with the employer’s settlement statement.
The salary, dates and calculation remain in the browser. The tool does not create an account, save the values to a database or send the entered employment data through a page-specific request.
No result: confirm that coverage is acknowledged, wage is positive and the termination date is after the joining date.
Unexpected zero: UAE service may be below one year, Saudi ordinary resignation may be below two years, or Saudi probation may be selected.
Different employer result: verify wage components, excluded days, service records, rounding and termination classification.
It estimates traditional private-sector end-of-service gratuity for eligible expatriate workers in the UAE and end-of-service award for workers covered by the Saudi Labour Law.
No. It is an independent arithmetic tool based on official published rules. Confirm the result with the relevant ministry, employment contract, payroll records or a qualified adviser.
Enter the last basic monthly wage for the traditional UAE private-sector gratuity calculation. Housing, transport and other allowances are not added to the basic-wage formula.
After at least one continuous year, the traditional formula uses 21 days of basic wage for each year within the first five years, including a proportional fraction of an eligible year.
The first five years remain at 21 days per year, while service exceeding five years is calculated at 30 days of basic wage per year.
Under the traditional private-sector rule shown here, a worker who has not completed one continuous year is not entitled to gratuity.
Yes, after completing one continuous year, an eligible fraction of a year is calculated proportionally. Unpaid absence days entered in the tool are excluded from the service estimate.
The current traditional UAE private-sector formula used here does not apply the old resignation-reduction bands. The same statutory day rates are used for eligible service, subject to exclusions and the legal cap.
The traditional gratuity total is capped at the equivalent of two years of the wage basis, which the calculator models as 24 months of the entered basic wage.
No. Financial free zones can have separate employment regimes. This calculator targets the federal UAE private-sector traditional gratuity framework.
No. Domestic workers, government employees, UAE nationals under pension arrangements and workers enrolled in an alternative savings scheme can follow different rules.
It subtracts the entered unpaid days from the estimated service period before applying the gratuity bands. It does not decide whether a particular absence is legally excludable.
Enter the last monthly wage used for the award under the Saudi Labour Law and the employment agreement. The law allows certain variable commissions or similar components to be excluded by agreement.
The full award is one-half month of the wage for each of the first five years and one full month of the wage for each following year, with fractions of a year calculated proportionally.
Ordinary resignation gives no award below two years, one-third from two through five years, two-thirds above five but below ten years, and the full award at ten years or more.
The calculator applies one-third of the full award at five years. The two-thirds band begins only when service exceeds five years.
The calculator applies the full award when continuous service reaches ten years.
The tool includes full-award options for force majeure beyond the worker’s control, an eligible female worker ending the contract within the Article 87 marriage or childbirth window, and departure while retaining statutory rights under Article 81.
The selected probation option returns zero because official guidance states that termination during probation does not create an end-of-service award.
Yes. The full statutory formula is prorated for the entered fraction of a year before any resignation factor is applied.
The general Saudi formula shown here does not apply the UAE two-year-wage cap. Contract terms, lawful deductions and special regimes can still affect the amount payable.
Yes. Select the date method and enter the joining and termination dates. The tool derives completed calendar years, months and remaining days for the estimate.
Yes. Select the manual method and enter up to 60 years, 11 months and 364 additional days.
Payroll systems can use exact contractual dates, wage definitions, excluded absences, settlement dates and rounding practices that differ from a general browser estimate.
No. It calculates gratuity or end-of-service award only. Salary arrears, unused leave, notice compensation, bonuses, tickets, deductions and other settlement items are separate.
Yes. The optional adjustment field subtracts a user-entered amount from the calculated gross award. It does not validate whether the deduction is lawful.
Yes. You can download a plain-text report whose filename begins with correctioncopy.com_, copy the report or print it through the browser.
No page-specific request sends these values to a server. The calculation and report creation run in the browser.
No tool-specific account, database or persistent browser storage is used. Reset clears the current calculator fields and result.
Yes. The fields, result cards, breakdown and export controls are designed for current mobile and desktop browsers.
Treat it as a planning estimate only. Legal entitlement can depend on jurisdiction, worker category, contract terms, wage records, exclusions, amendments and the established reason for termination.
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