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Understand your Saudi employment rights.

Practical calculators and official-source guidance for end-of-service benefits, overtime, leave, contracts and workplace rights in Saudi Arabia.

Saudi employment calculator

Saudi End-of-Service Benefits Calculator

Estimate the statutory end-of-service award under the general rules in Articles 84 and 85 of the Saudi Labour Law. This is a planning estimate, not a legal determination.

The calculator applies the general Article 84 formula and the Article 85 resignation scale. It does not decide special cases, Article 80/81 disputes, Article 87 exceptions, unpaid-leave effects, contractual enhancements or the correct wage basis for a disputed case.

How Saudi end-of-service benefits are generally calculated

Under Article 84, the general award is based on half a month of the last wage for each year of the first five years of service and one month of the last wage for each following year. Fractions of a year are calculated proportionally.

If the employee resigns, Article 85 generally reduces the amount: no award for service under two years; one-third after at least two and up to five years; two-thirds for more than five but less than ten years; and the full award at ten years or more. Specific exceptions and termination circumstances can change the result.

Official references · reviewed 5 October 2026MHRSD — End-of-Service Award Regulations ↗
Ministry of Justice — Labour Calculator ↗

Saudi employment topics

End of Service Benefits

Saudi end-of-service awards depend on the last wage, length of service and how the employment relationship ended. Use the calculator and verify the result against the official rule.

Overtime Pay

Record your basic hourly wage, overtime hours and any special circumstances, then compare the calculation with the current Saudi Labour Law.

Annual Leave

Saudi Labour Law sets minimum annual-leave entitlements and rules for accrued leave. Check service length, unused days and employer scheduling requirements.

Employment Contracts

For employment contracts, clarify the scope, current requirements, costs and responsible authority or provider. Use the checklist below to prepare a specific enquiry.

Resignation

For resignation, clarify the scope, current requirements, costs and responsible authority or provider. Use the checklist below to prepare a specific enquiry.

Termination

For termination, clarify the scope, current requirements, costs and responsible authority or provider. Use the checklist below to prepare a specific enquiry.

Notice Period

For notice period, clarify the scope, current requirements, costs and responsible authority or provider. Use the checklist below to prepare a specific enquiry.

Working Hours

Standard working-hour limits and Ramadan reductions can depend on the worker and circumstances. Confirm the current rule and any applicable exception.

Salary & Wages

For salary & wages, clarify the scope, current requirements, costs and responsible authority or provider. Use the checklist below to prepare a specific enquiry.

Qiwa

Use Qiwa for official employment and contract-related services where applicable; SMCE does not access or verify Qiwa account data.

Other key Saudi labour rules

Official Saudi guidance states that overtime is generally paid at 150% of the basic hourly wage. Standard working hours are generally limited to eight hours per day or forty-eight hours per week, with reduced limits during Ramadan for Muslim workers. Annual leave is at least 21 days and increases to at least 30 days after five consecutive years with the same employer.

Employment rights can depend on the exact contract, reason for termination, worker category and facts of the case. Use SMCE calculators as a starting point and verify case-specific issues with MHRSD, Qiwa, the Ministry of Justice or a qualified professional.