Saudi end-of-service award calculator
What Saudi Labour Law owes you when a private-sector job ends, worked out the way Articles 84, 85 and 87 set it out. Enter your last monthly wage, how long you worked, and how the job ended.
How the award is worked out
- Article 84. Half a month's wage for each of the first five years of service, and a full month's wage for each year after that. Your last wage is the basis, and part of a year counts in proportion to the time worked.
- Article 85 — resignation. Nothing before two consecutive years; one third of the award from two years up to five; two thirds over five and under ten; the whole award at ten years or more.
- Article 87. The whole award despite Article 85 if you left because of force majeure, or if a woman ends the contract within six months of her marriage or three months of giving birth.
- Article 81. Leaving without notice for one of the reasons it lists — such as the employer failing its essential obligations, or misleading you about the terms — keeps all your statutory rights, the award included.
- Article 80. Dismissal for one of the reasons it lists — such as assault at work or a proven breach of trust — is without award.
Which wage to use
Article 84 bases the award on your last wage. The law's definition of actual wage (Article 2) is basic pay plus the other amounts due to you under the contract, such as allowances; Article 86 allows a contract to leave commissions and sales percentages out of the wage the award is calculated on. If your contract or payslip splits pay into several parts, check which of them it counts.
Based on the Saudi Labour Law as published by the Bureau of Experts at the Council of Ministers, laws.boe.gov.sa, including the amendments in force since 1446/8/20 AH (February 2025). General information, not legal advice: a contract, a court ruling or a special regime can change the outcome, and the Ministry of Human Resources is the authority for disputes.
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