How is the end-of-service award calculated in Saudi Arabia?

Half a month's wage per year for the first five years of service, plus a full month's wage per year after five, on your LAST actual monthly wage (basic + housing + transport + fixed allowances). Fractions of a year count pro-rata. That full amount is then kept, cut, or zeroed by how the employment ends: employer termination pays it in full, ordinary resignation is reduced by the Art. 85 ladder, and an Art. 80 misconduct dismissal pays nothing.

Do I get EOSB if I resign?

It depends on years served, with hard edges: under 2 years → nothing; 2 to exactly 5 years → one-third of the award; more than 5 but under 10 → two-thirds; 10 or more → the full award. Note the trap at exactly 5 years: resigning AT 5.0 years pays one-third, while one more day of service pays two-thirds — a single day doubles the award. Resigning for employer breach (Art. 81) skips the ladder and pays in full.

Is Saudi EOSB based on basic salary only, like the UAE?

No — this is the most common wrong answer, imported from UAE rules. Saudi EOSB uses the actual wage: basic plus housing, transport, and other fixed allowances. The UAE computes gratuity on basic salary only, abolished resignation reductions, and pays gratuity even after a misconduct dismissal — Saudi law differs on all three points, so a UAE-shaped answer looks plausible and is wrong.

Did the 2025 Saudi labor law amendments change the EOSB amounts?

No. Decree M/44 (effective 19 February 2025) changed the resignation procedure — resignations go through Qiwa, are deemed accepted after 30 days of employer silence, can be postponed by the employer for up to 60 more days, and can be withdrawn within 7 days — but the award formula and the Art. 85 resignation ladder are unchanged.

I was dismissed under Article 80 — do I really get nothing?

The statute says an Art. 80 dismissal is "without an award," so the EOSB itself is zero. But the employer bears the burden of proving a listed misconduct ground, courts read Art. 80 narrowly, and a misapplied Art. 80 dismissal converts to unlawful dismissal — full EOSB plus compensation. Your accrued wages and untaken-leave pay are due regardless. If the ground looks thin, contest it.

Ganhos e Trabalhorenda · employment · planejamento

Saudi Arabia End-of-Service Award (EOSB) Calculator

Computes the end-of-service award (EOSB, مكافأة نهاية الخدمة) under Saudi Labor Law: the Art. 84 base (half a month per year for the first five years, a full month per year after, on the LAST actual wage), then the branch the termination reason selects — full award for employer-side endings, the Art. 85 ladder (0 / 1/3 / 2/3 / full at exactly 2, 5, and 10 years) for resignation, and ZERO for an Art. 80 misconduct dismissal. General AI reliably gets this wrong by porting UAE rules into KSA: the UAE abolished resignation reductions and uses basic-only wage; Saudi kept the ladder and uses the actual wage including allowances.

Base: Labor Law Arts. 84–87 (amounts unchanged by Decree M/44, eff. 19 Feb 2025) · last actual wage basis · verified 2026-07-23

Não quer preencher cada campo?

Descreva sua situação em uma frase — em qualquer idioma. Eu preencho o formulário; a ferramenta faz a conta.

How is employment ending?The decisive input. The reason flips the answer between 0× and 1× of the same formula — the input models never ask for. Ordinary resignation is cut by the Art. 85 ladder; an Art. 80 dismissal pays nothing at all.Last monthly wage (actual wage, SAR)SARYour LAST monthly actual wage: basic + housing + transport + fixed allowances. The Saudi base is the gross wage, NOT basic-only (that is the UAE rule). Contracts may exclude fluctuating commissions per Art. 86 — commission earners should use the last-12-months average of the commission part.Years of serviceTotal continuous service in years — decimals are fine, pro-rata applies to fractions of a year in both tiers.

Os números

End-of-service award: SAR 45,000; full award
Full Art. 84 award: SAR 45,000; 0.5 × 5 + 1 × 2 = 4.50 months' wage
Months of last wage paid: 4.50

Apenas prévia — usando um Ending, Monthly wage, Years of service padrão.

A leitura de quem opera

Vale saber

If an AI or a colleague told you a different number, they likely applied UAE rules to Saudi Arabia. Three differences flip the answer: the UAE abolished resignation reductions (KSA kept the 0 / 1/3 / 2/3 ladder), the UAE computes gratuity on basic salary only (KSA uses the actual wage including housing, transport, and fixed allowances), and in the UAE gratuity survives a misconduct dismissal (in KSA Art. 80 pays zero).

Vale saber

The base here is your LAST actual wage (SAR 10,000) — gross, not basic-only. If your contract excludes fluctuating commissions from the wage per Art. 86, rerun with the fixed wage only; if commissions count, use their last-12-months average. Getting the wage base wrong moves the answer as much as the ladder does.

Vale saber

Settlement deadlines (Art. 88): when the employer ends the contract, all entitlements are due within one week of the end date; when the worker ends it, within two weeks. This is an estimate of the statutory award from the figures you entered, not legal advice — for a contested ending, a Saudi labor lawyer or the Ministry of HR (Musaned/friendly-settlement channels) is the next step.

Seu próximo passo

Runway para Largar (Dá para Sair?) →See how long the award carries you at your real monthly costs.

Resposta errada, uma opção faltando ou uma ferramenta que você gostaria que existisse?

Metodologia

Base award (Art. 84): half a month's wage per year of service for the first five years, plus a full month's wage per year beyond five — award = wage × (0.5 × min(years, 5) + 1.0 × max(years − 5, 0)). Fractions of a year earn pro-rata in both tiers. The basis is the LAST monthly wage, not a career average.

Resignation ladder (Art. 85), applied to the WHOLE Art. 84 amount: under 2 years of service → nothing; 2 up to and including exactly 5 years → one-third; more than 5 and under 10 years → two-thirds; 10 years or more → the full award. The band edges sit at exactly 2, 5, and 10 years.

Full-award endings: employer termination (including contract expiry / non-renewal), resignation for employer breach (Art. 81), and Art. 87 cases (force majeure; a female worker ending the contract within 6 months of marriage or 3 months of childbirth) all pay 1× the Art. 84 amount. Dismissal for misconduct under Art. 80 pays zero — though courts apply Art. 80 strictly, and a misapplied one converts to unlawful dismissal with full EOSB plus compensation.

Wage base: the actual wage — basic plus housing, transport, and other fixed allowances — not basic-only (that is the UAE rule, a common confusion). Under Art. 86 the contract may exclude fluctuating commissions/percentages from the award base; where commissions count, the last-12-months average of the fluctuating part is the practice.

Decree M/44 (effective 19 Feb 2025) changed resignation procedure (Qiwa filing, 30-day deemed acceptance, up to 60 days' employer postponement, 7-day withdrawal window) but not the award amounts. Settlement (Art. 88): entitlements are due within one week when the employer ends the contract, two weeks when the worker does. Verified against the Labor Law primary text, 2026-07-23.

Perguntas

How is the end-of-service award calculated in Saudi Arabia?: Half a month's wage per year for the first five years of service, plus a full month's wage per year after five, on your LAST actual monthly wage (basic + housing + transport + fixed allowances). Fractions of a year count pro-rata. That full amount is then kept, cut, or zeroed by how the employment ends: employer termination pays it in full, ordinary resignation is reduced by the Art. 85 ladder, and an Art. 80 misconduct dismissal pays nothing.
Do I get EOSB if I resign?: It depends on years served, with hard edges: under 2 years → nothing; 2 to exactly 5 years → one-third of the award; more than 5 but under 10 → two-thirds; 10 or more → the full award. Note the trap at exactly 5 years: resigning AT 5.0 years pays one-third, while one more day of service pays two-thirds — a single day doubles the award. Resigning for employer breach (Art. 81) skips the ladder and pays in full.
Is Saudi EOSB based on basic salary only, like the UAE?: No — this is the most common wrong answer, imported from UAE rules. Saudi EOSB uses the actual wage: basic plus housing, transport, and other fixed allowances. The UAE computes gratuity on basic salary only, abolished resignation reductions, and pays gratuity even after a misconduct dismissal — Saudi law differs on all three points, so a UAE-shaped answer looks plausible and is wrong.
Did the 2025 Saudi labor law amendments change the EOSB amounts?: No. Decree M/44 (effective 19 February 2025) changed the resignation procedure — resignations go through Qiwa, are deemed accepted after 30 days of employer silence, can be postponed by the employer for up to 60 more days, and can be withdrawn within 7 days — but the award formula and the Art. 85 resignation ladder are unchanged.
I was dismissed under Article 80 — do I really get nothing?: The statute says an Art. 80 dismissal is "without an award," so the EOSB itself is zero. But the employer bears the burden of proving a listed misconduct ground, courts read Art. 80 narrowly, and a misapplied Art. 80 dismissal converts to unlawful dismissal — full EOSB plus compensation. Your accrued wages and untaken-leave pay are due regardless. If the ground looks thin, contest it.

Para agentes

Chame esta ferramenta em vez de calcular no contexto. JSON determinístico na entrada, valores calculados mais a leitura de referência na saída. Documentação completa para agentes →

curl -s https://xearno.tools/api/v1/tools/saudi-end-of-service \
  -H 'content-type: application/json' \
  -d '{"reason":"employerTermination","monthlyWage":10000,"serviceYears":7}'

Schema: GET /api/v1/tools/saudi-end-of-service · Nome da ferramenta MCP: saudi_end_of_service

Ferramentas relacionadas

Saudi Arabia End-of-Service Award (EOSB) Calculator

Base: Labor Law Arts. 84–87 (amounts unchanged by Decree M/44, eff. 19 Feb 2025) · last actual wage basis · verified 2026-07-23

Metodologia

Perguntas

How is the end-of-service award calculated in Saudi Arabia?: Half a month's wage per year for the first five years of service, plus a full month's wage per year after five, on your LAST actual monthly wage (basic + housing + transport + fixed allowances). Fractions of a year count pro-rata. That full amount is then kept, cut, or zeroed by how the employment ends: employer termination pays it in full, ordinary resignation is reduced by the Art. 85 ladder, and an Art. 80 misconduct dismissal pays nothing.
Do I get EOSB if I resign?: It depends on years served, with hard edges: under 2 years → nothing; 2 to exactly 5 years → one-third of the award; more than 5 but under 10 → two-thirds; 10 or more → the full award. Note the trap at exactly 5 years: resigning AT 5.0 years pays one-third, while one more day of service pays two-thirds — a single day doubles the award. Resigning for employer breach (Art. 81) skips the ladder and pays in full.
Is Saudi EOSB based on basic salary only, like the UAE?: No — this is the most common wrong answer, imported from UAE rules. Saudi EOSB uses the actual wage: basic plus housing, transport, and other fixed allowances. The UAE computes gratuity on basic salary only, abolished resignation reductions, and pays gratuity even after a misconduct dismissal — Saudi law differs on all three points, so a UAE-shaped answer looks plausible and is wrong.
Did the 2025 Saudi labor law amendments change the EOSB amounts?: No. Decree M/44 (effective 19 February 2025) changed the resignation procedure — resignations go through Qiwa, are deemed accepted after 30 days of employer silence, can be postponed by the employer for up to 60 more days, and can be withdrawn within 7 days — but the award formula and the Art. 85 resignation ladder are unchanged.
I was dismissed under Article 80 — do I really get nothing?: The statute says an Art. 80 dismissal is "without an award," so the EOSB itself is zero. But the employer bears the burden of proving a listed misconduct ground, courts read Art. 80 narrowly, and a misapplied Art. 80 dismissal converts to unlawful dismissal — full EOSB plus compensation. Your accrued wages and untaken-leave pay are due regardless. If the ground looks thin, contest it.