Free Saudi End of Service Calculator by Haseem
Work out your end of service gratuity under Articles 84 & 85 — resignation or termination, years of service and last wage. Instant result, no sign-up. A free tool by Haseem.
Enter the wage, dates and reason for leaving — the result updates live.
Calculations run on your device — an educational tool, not a substitute for the Ministry of Justice calculator or legal advice. Anonymous usage events may be recorded for product analytics.
- Based on the Labour Law
- Free
- No registration
- Instant result
Methodology & sources
Award = (years ≤5 × ½ month + years >5 × 1 month) × last wage, with partial years pro-rated, then the resignation share (⅓/⅔/full) or the full award on termination.
How the end of service gratuity is calculated
Article 84 sets half a month's wage for each of the first five years of service, and a full month for each year after, based on the last wage, with partial years prorated. Article 85 then applies a fraction of that base depending on how service ended.
Base award (Article 84)
Example: 7 years, wage 10,000 → (2.5 + 2) × 10,000 = 45,000
Resignation share (Article 85)
Under two years: nothing. From 2 to under 5: one third. From 5 to under 10: two thirds. 10 years or more: full. Employer termination or fixed-term expiry pays the base award in full regardless of length.
End of service benefit in the Labour Law
The end of service benefit is the worker's right when the employment relationship ends, and its value depends on the length of service and the reason for leaving. The regulator is the Ministry of Human Resources and Social Development, and the official reference calculator is the Ministry of Justice tool.
Gratuity share by reason for leaving
| Case | Service length | Entitlement |
|---|---|---|
| Resignation | Under 2 years | None |
| Resignation | 2 to under 5 | One-third of the award |
| Resignation | 5 to under 10 | Two-thirds of the award |
| Resignation | 10 years or more | Full award |
| Employer termination | Any length | Full award |
| Special case (Art. 87) | Any length | Full award |
| Dismissal under Art. 80 | Any length | May be forfeited |
What counts as the last wage?
The gratuity is based on the last wage, which includes the basic wage plus fixed, continuous allowances (such as housing and transport). Variable commissions or percentages may be excluded by agreement. Disputes over the definition of "wage" are one of the most common sources of miscalculation.
Special cases paid in full (Article 87)
As an exception to the resignation share, the full award is paid if the worker leaves due to force majeure beyond their control, or if a female worker ends her contract within six months of marriage or three months of childbirth. Conversely, Article 80 may forfeit the gratuity where dismissal is for a lawful cause.
Contracts, probation and unpaid leave
The gratuity applies to both fixed-term and indefinite contracts. If the contract ends during the probation period, no gratuity is due; if employment continues afterwards, the probation time counts toward service. Unpaid leave days are excluded from the length of service when calculating.
Gratuity calculation examples
The wage is 10,000 in each example; the result differs by length of service and reason for leaving.
Termination after 8 years
Employer termination — full award.
Resignation after 7 years
Resignation between 5 and 10 — two-thirds.
Resignation after 3 years
Resignation between 2 and 5 — one-third.
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