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End of Service Benefits (EOSB) Calculator for Saudi Arabia

Get Your Accurate Final Settlement Estimate — 100% FREE.

Our calculator is built on deep legal expertise, applying Saudi Labor Law Articles 84, 85, and 87 to ensure a precise estimate for all service lengths and resignation scenarios.

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* This is a preliminary guide, not legal advice. Legal Disclaimer and Liability.

End of Service Benefits Calculator

End of Service Benefits Calculator

To begin, enter your details below. Our calculation automatically applies the progressive accrual rates and the correct fractional reduction based on your service length and reason for separation.

Enter the last monthly wage used for calculation.

Contract type

Some reasons reduce entitlement (e.g., resignations).

Duration Date

Years

Months

Days

Your Estimated Final Entitlement
0.00 SAR
Full Gratuity (pre-reduction): 0.00 SAR
Calculation Breakdown
Total Service Period: 0y 0m 0d
First 5 Years (at 0.5 rate): 0.00 SAR
After 5 Years (at 1.0 rate): 0.00 SAR
Prorated Amount for last year: 0.00 SAR

This calculator is for estimation purposes only and is not a legally binding document.

How It Works: The Legal Logic Behind Your Payout

Our calculator determines your End of Service Benefit entitlement by applying the precise legal framework defined in the Saudi Labor Law (for non-domestic workers).

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The EOSB Formula (Article 84)

The gratuity is calculated based on the employee’s period of service: a half-month wage for each of the first five years of service, and a full one-month wage for each subsequent year. The worker is entitled to an award for portions of the year proportional to the time spent on the job.

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The Entitlement Basis (Actual Wage)

The basis for calculating the EOSB is the Actual Wage (or “Wage”). This is defined as the Basic Wage plus all other due increments decided for the worker for effort, risks encountered at work, or as defined under the work contract or organization regulations.

Read the full legal definition of Actual Wage →
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Resignation Rules (Article 85)

If the work relationship ends due to the worker’s resignation, the entitlement is reduced unless a lengthy service period has been completed:

  • ⅓ Entitlement

    Service of not less than two consecutive years and not more than five years.

  • ⅔ Entitlement

    Service exceeding five successive years but less than ten years.

  • Full Entitlement

    Service amounting to ten or more years.

Comprehensive EOSB Legal Guides

Dive into our five pillar guides covering every aspect of Saudi End-of-Service Benefits, from calculation to settlement.

View All EOSB Guides →

The Financial Basis: Calculation & Actual Wage

This section breaks down the foundational formulas and precisely defines the 'Last Wage' (Actual Wage) used as the basis for your End-of-Service Benefit calculation, ensuring all fixed allowances and proportional earnings are correctly counted.

View EOSB Calculation Guide →

In-Depth Topics

Eligibility & Resignation Tiers (Article 85)

This section covers the core rules that dictate whether you receive the full award, a partial award (one-third or two-thirds), or, in special cases, the full award even after resigning.

View EOSB Entitlement Guide →

In-Depth Topics

Contract Type, Termination, & Liability

This section explains how your contract type - Limited (Fixed-Term) or Unlimited (Indefinite-Term) - profoundly impacts your notice period, termination liability, and final EOSB rights.

View EOSB Contracts Guide →

In-Depth Topics

Forfeiture and Deprivation (Article 80)

This is the definitive guide to the legally specific cases of gross misconduct that allow an employer to terminate the contract and legally deprive the worker of the EOSB, advance notice, and indemnity.

View EOSB Forfeiture Guide →

In-Depth Topics

Final Settlement, Timelines, and Deductions

This section focuses on the final payment obligations of the employer, including the legal deadlines for payment, the calculation of accrued leave pay, and the strict limits on deductions.

View EOSB Settlement Guide →

In-Depth Topics

Verified Results, Real Experiences

From HR managers to expat engineers, users across industries trust our Saudi Labor Law–based EOSB Calculator for accurate and transparent results.

"This calculator was incredibly accurate and easy to use. It matched the final statement from my company's HR department perfectly. Highly recommended for any professional in KSA."

Ali Ahmed

Ali Ahmed

HR Manager , Jeddah Logistics

"Finally, a tool that truly understands the nuances of Saudi Labor Law, especially the resignation tiers. It gave me the confidence I needed during my final settlement negotiation."

Fatima Al-Fahad

Fatima Al-Fahad

Accountant , Riyadh Solutions

"As an expat, understanding the End of Service Benefit was confusing. This calculator saved me a lot of time and clarified exactly what I was entitled to. A fantastic resource."

David Lee

David Lee

Expat Engineer , NEOM Project

"The breakdown in the calculation result was the most valuable part. It showed me exactly how the 'first 5 years' and 'after 5 years' parts were calculated. Simple and brilliant."

Sara Khan

Sara Khan

Marketing Specialist , Dammam Industries

End of Service Benefits Saudi Arabia FAQs

Find clear and reliable answers about your End of Service Benefit (EOSB) under Saudi Labor Law - including how it’s calculated (Article 84), what happens if you resign (Article 85), and the rules for termination and final payments (Articles 80 and 88).

What is the legal basis for calculating the Saudi End of Service Benefit (EOSB)?
The EOSB is calculated based on the worker’s Actual Wage (Last Wage), which includes the Basic Wage plus all due increments and fixed allowances. This legal foundation is codified under Article 84 of the Saudi Labor Law.
What are the two tiers of EOSB accrual rates under Article 84?
The EOSB accrual rate follows a progressive structure under Article 84:
  • First five years: Half-month wage for each year of service.
  • Subsequent years: Full one-month wage for each additional year.
The worker is also entitled to a proportional award for any part of a year worked.
Are Housing and Transportation allowances legally included in the EOSB calculation base?
Yes. Fixed allowances such as Housing and Transportation are part of the Actual Wage and therefore must be included in the EOSB calculation base, in accordance with Article 84.
Can commissions or variable payments be excluded from the EOSB calculation?
Yes, provided there is a clear written agreement between the employer and worker as allowed under Article 86. If the contract is silent, the EOSB must be calculated using the full Actual Wage.
How is the worker's EOSB entitlement reduced upon voluntary resignation (Article 85)?
Under Article 85, EOSB entitlement upon resignation is reduced as follows:
  • 2–5 years of service: One-third (1/3) of the full award.
  • More than 5 but less than 10 years: Two-thirds (2/3) of the full award.
  • 10 years or more: Full entitlement (100%).
When is a worker entitled to the full EOSB (100%) upon resignation?
The worker receives the full EOSB entitlement (100%) upon resignation if they have completed ten or more years of continuous service. Full entitlement also applies in cases of force majeure or specific exemptions granted under Article 87.
What specific exceptions grant female workers the full EOSB upon resignation?
Under Article 87, a female worker receives the full EOSB (100%) if she resigns:
  • Within six months of marriage, or
  • Within three months of childbirth.
Under what legal conditions can an employer terminate a worker without providing the EOSB?
An employer may terminate a worker without EOSB, notice, or indemnity only if the worker commits one of the nine severe misconduct acts listed in Article 80 of the Saudi Labor Law.
What mandatory procedural step must the employer take before using Article 80 for termination?
Before applying Article 80, the employer must give the worker an opportunity to explain or defend themselves against the alleged misconduct before finalizing the termination.
How much unjustified absence leads to EOSB forfeiture under Article 80?
EOSB forfeiture occurs if a worker is absent without legitimate reason for more than 30 days in total (intermittent) or more than 15 consecutive days. The employer must issue written warnings before termination, as required by Article 80.
Can a non-Saudi expatriate receive the same EOSB benefits as a Saudi national?
Yes. The Saudi Labor Law applies equally to all workers. The EOSB formula under Article 84 and resignation provisions under Article 85 are identical for Saudi and non-Saudi employees.
Can a fixed-term (limited) contract automatically convert to an indefinite-term contract?
Yes. A limited-term contract automatically converts to an indefinite-term contract if it is renewed twice consecutively or if its total duration (original term plus renewals) reaches three years - whichever is shorter - and both parties continue working.
If an employee quits a limited contract early, what is their liability to the employer?
If a worker ends a limited contract prematurely without a valid reason under Article 81, they must compensate the employer for the remaining period’s wages, with a minimum of two months’ salary.
What is the maximum legal deadline for the employer to pay the final settlement and EOSB?
Under Article 88, the employer must pay:
  • Within 7 days if the contract ends by employer termination or expiry.
  • Within 14 days if the worker resigns voluntarily.
What is the overall maximum legal deduction an employer can take from the worker's final dues?
The total deductions from a worker’s final dues cannot exceed 50% of their wage. Deductions for employer loans are limited to 10% of the monthly wage, as prescribed by Article 93 of the Saudi Labor Law.
How is payment for accrued (unused) annual leave calculated upon termination?
According to Article 111, a worker is entitled to full payment for all accrued and unused annual leave days. Leave accrues at 21 days per year during the first five years and 30 days per year thereafter.