GCC Gratuity Calculators 2026
Calculate end-of-service gratuity for all GCC countries
🇴🇲 Oman Gratuity Calculator
OMR
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📋 Oman End-of-Service Gratuity Law
Oman Labour Law — Royal Decree No. 53/2023 (effective May 2023)
Quick Reference Table
| Topic | Rule |
|---|---|
| Governing Law | Royal Decree No. 53/2023 |
| Minimum Service | 1 year continuous service |
| First 3 Years | 15 days basic salary per year |
| After 3 Years | 1 month (30 days) basic salary per year |
| Maximum Cap | No statutory cap |
| Resignation | Full gratuity after 1 year |
| Payment Deadline | Within 7 days of contract end |
| Basis | Last basic salary only (no allowances) |
Key Points
- Gratuity is based on basic salary only — allowances excluded
- Both limited and unlimited contracts entitled after 1 year
- Royal Decree 53/2023 brought major improvements to worker protections
- No gratuity if service is less than 1 year
- Government employees follow separate pension rules
- Free zone employers may have specific schemes — check your contract
- Gratuity must be paid within 7 days of contract end
- Disputes go to Oman Ministry of Labour
Official Resources
Calculation Formula
- Years 1–3: (Basic Salary ÷ 30) × 15 × Number of Years
- After Year 3: (Basic Salary × 1) × Years Beyond 3, PLUS first 3 years amount
- Example: Salary OMR 800, 5 years → (800÷30×15×3) + (800×2) = OMR 1,200 + OMR 1,600 = OMR 2,800
Resignation Rules
- Under Royal Decree No. 53/2023, resigned employees get full gratuity after 1 year
- This is a major improvement — previous rules gave reduced benefits on resignation
- No distinction between resignation and termination for gratuity entitlement
Contract Types
- Oman now uses predominantly fixed-term contracts
- Unlimited contracts are being phased out under the new law
- Renewing a fixed-term contract more than once may convert it to unlimited
Special Cases
- Gross misconduct under Article 40 may allow employer to forfeit gratuity
- Wrongful termination entitles the employee to additional compensation
- Employer must prove misconduct — burden of proof is on the employer
Disclaimer: This information is for general guidance only. Consult a qualified legal professional for advice specific to your situation.
🇶🇦 Qatar Gratuity Calculator
QAR
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📋 Qatar End-of-Service Gratuity Law
Qatar Labour Law No. 14 of 2004 (amended by Law No. 1 of 2015 & Law No. 18 of 2020)
Quick Reference Table
| Topic | Rule |
|---|---|
| Governing Law | Qatar Labour Law No. 14 of 2004 (as amended) |
| Minimum Service | 1 year continuous service |
| Gratuity Rate | 3 weeks (21 days) basic salary per year |
| Maximum Cap | No statutory cap |
| Resignation | Full gratuity after 1 year (same as termination) |
| Payment Deadline | Within 7 days of end of employment |
| Basis | Basic wage only (excluding all allowances) |
| QFC Employees | Separate rules under QFC Employment Regulations |
Key Points
- Qatar uses a flat rate of 21 days basic salary per year — simple and consistent
- Resignation and termination treated equally — both get full gratuity after 1 year
- Qatar’s Wage Protection System (WPS) monitors all salary payments electronically
- The 2020 Labour Reform removed the No-Objection Certificate (NOC) requirement
- Domestic workers covered under Law No. 15 of 2017 (separate rules apply)
- QFC companies follow QFC Employment Regulations, not Qatar Labour Law
- Gratuity is in addition to any contractual end-of-service allowance
- Workers can file complaints through ADLSA Ministry of Labour
Official Resources
Calculation Formula
- Formula: (Basic Salary ÷ 30) × 21 days × Total Years of Service
- Example: Salary QAR 5,000, 4 years → (5000÷30) × 21 × 4 = QAR 14,000
- Partial years are calculated on a pro-rata basis
2020 Labour Reforms
- Abolition of NOC: Workers can change jobs freely after 1 year
- Minimum wage: QAR 1,000/month basic + QAR 500 food + QAR 500 housing allowance
- Improved welfare standards: Better accommodation and working conditions required
- Reforms introduced ahead of the 2022 FIFA World Cup
Dispute Resolution
- Contact Department of Labour Relations at Ministry of Labour first
- If unresolved within 3 months, case moves to Labour Court
- Qatar provides free legal representation to workers in labour disputes
- Online complaints available via ADLSA website
Gratuity & Non-Compete
- Employers cannot withhold gratuity due to non-compete clause breach
- Gratuity reduced only if employee caused proven financial damage through gross negligence
- Worker must receive written notice of any gratuity reduction with full justification
Disclaimer: This information is for general guidance only. Consult a qualified legal professional for advice specific to your situation.
🇰🇼 Kuwait Gratuity Calculator
KWD
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📋 Kuwait End-of-Service Gratuity Law
Kuwait Private Sector Labour Law No. 6 of 2010
Quick Reference Table
| Topic | Rule |
|---|---|
| Governing Law | Kuwait Labour Law No. 6 of 2010 |
| Minimum Service | 1 year continuous service |
| First 5 Years | 15 days basic salary per year |
| After 5 Years | 1 month (30 days) basic salary per year |
| Maximum Cap | 1.5 years (18 months) total basic salary |
| Resignation (1–3 yrs) | 50% of full gratuity |
| Resignation (3–5 yrs) | 75% of full gratuity |
| Resignation (5+ yrs) | 100% of full gratuity |
| Basis | Basic salary only (no allowances) |
Key Points
- Kuwait has a tiered system — rate increases after 5 years of service
- Resigned employees receive reduced gratuity for service under 5 years
- Total gratuity is capped at 18 months basic salary regardless of formula result
- The cap applies to the combined total — even if formula gives more
- Public Authority for Manpower (PAM) oversees labour compliance
- Domestic workers covered under Law No. 68 of 2015
- Oil sector employees may get higher benefits under separate agreements
- Employers must pay gratuity within 10 days of contract end
Official Resources
Calculation Formula
- Years 1–5: (Basic Salary ÷ 30) × 15 × Years
- After Year 5: First 5 years amount + (Basic Salary × Years beyond 5)
- Cap: Total cannot exceed 18 months (1.5 years) of basic salary
- Example: KWD 600 salary, 7 years termination → (600÷30×15×5) + (600×2) = KWD 1,500 + KWD 1,200 = KWD 2,700 (under cap ✓)
Resignation Reduction Rules
- 1–3 years: Entitled to 50% of calculated gratuity
- 3–5 years: Entitled to 75% of calculated gratuity
- 5+ years: Entitled to 100% of calculated gratuity
- Percentages apply to gratuity total before the 1.5-year cap is applied
Recent Developments
- Kuwait updating Labour Law with stronger anti-discrimination protections
- Updated working hours regulations including heat work ban
- Improved rules for domestic worker contracts under Law 68/2015
- Contracts must be registered with PAM to be legally enforceable
Dispute Resolution
- Labour disputes must first go through PAM mediation
- If unresolved within 10 days, case proceeds to Kuwait Labour Court
- Workers receive free legal aid for legitimate labour disputes
- Online complaints available via PAM website (pam.gov.kw)
Disclaimer: This information is for general guidance only. Consult a qualified legal professional for advice specific to your situation.
🇸🇦 Saudi Arabia Gratuity Calculator
SAR
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📋 Saudi Arabia End-of-Service Gratuity Law
Saudi Labour Law — Royal Decree No. M/51 of 2005 (amended by Royal Decree M/46 of 2012)
Quick Reference Table
| Topic | Rule |
|---|---|
| Governing Law | Royal Decree M/51 of 2005, amended M/46 of 2012 |
| Termination Minimum | 2 years of service |
| Resignation Minimum | 5 years of service |
| Years 1–2 (Termination) | Half month (15 days) salary per year |
| Years 2+ (Termination) | 1 full month salary per year |
| Resignation 5–10 yrs | 33% of full termination gratuity |
| Resignation 10–20 yrs | 66% of full termination gratuity |
| Resignation 20+ yrs | 100% of full termination gratuity |
| Basis | Last basic wage (excluding all allowances) |
Key Points
- Saudi law has different minimums: 2 years for termination, 5 years for resignation
- Resigned employees with under 5 years receive no gratuity at all
- Calculation uses last basic wage — housing, transport allowances excluded
- GOSI enrollment is mandatory but does NOT reduce gratuity entitlement
- Saudi Vision 2030 Labour Reforms significantly improved worker mobility
- The Labour Reform Initiative (LRI) allows job changes without employer consent after 1 year
- MHRSD (Ministry of HR & Social Development) enforces labour law
- Electronic contracts via Qiwa platform are now mandatory
Official Resources
Calculation Formula
- Termination (Years 1–2): Basic Salary × 0.5 × Years
- Termination (Years 2+): (Salary × 0.5 × 2) + (Salary × remaining years)
- Resignation: Calculate full termination amount, then apply 33% (5–10 yrs), 66% (10–20 yrs), 100% (20+ yrs)
- Example: SAR 8,000 salary, 6 years termination → (8,000×0.5×2) + (8,000×4) = SAR 8,000 + SAR 32,000 = SAR 40,000
Vision 2030 Labour Reforms
- Labour Reform Initiative: Workers can change jobs without NOC after 1 year
- Exit/Re-entry visa reform: Workers can leave and return without employer permission
- Qiwa digital platform: All employment contracts must be registered digitally
- Minimum wage: SAR 4,000/month for Saudi nationals (private sector)
GOSI & Social Insurance
- Employers contribute 9% of basic salary to GOSI; workers contribute 9%
- GOSI covers retirement, disability, and workplace injury
- GOSI contributions do NOT reduce gratuity — workers receive both
- Expatriate workers are not enrolled in GOSI — they receive full gratuity only
Dispute Resolution
- File complaints via Qiwa platform (qiwa.sa) or nearest MHRSD Labour Office
- Saudi Arabia has specialized Labour Courts in all major cities
- Cases typically resolved within 30–60 days
- Free legal assistance available for workers at Labour Courts
Disclaimer: This information is for general guidance only. Consult a qualified legal professional for advice specific to your situation.
🇧🇭 Bahrain Gratuity Calculator
BHD
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📋 Bahrain End-of-Service Gratuity Law
Bahrain Labour Law for the Private Sector — Law No. 36 of 2012
Quick Reference Table
| Topic | Rule |
|---|---|
| Governing Law | Bahrain Labour Law No. 36 of 2012 |
| Minimum Service | 1 year continuous service |
| Gratuity Rate | Half month (15 days) salary per year — all years |
| GOSI / SIO Members | May receive pension in lieu of gratuity |
| Expatriates | Full gratuity entitlement (not in SIO) |
| Resignation | Full gratuity after 1 year |
| Payment Deadline | Within 2 weeks of contract end |
| Basis | Last basic salary (excluding all allowances) |
Key Points
- Bahrain uses a simple flat rate: half a month per year — all years same rate
- No tiered system — uniform rate across entire service duration
- Bahraini nationals enrolled in SIO (GOSI) may get pension instead
- Expatriate workers not in SIO receive full gratuity entitlement
- Both resignation and termination entitled to full gratuity after 1 year
- LMRA (Labour Market Regulatory Authority) oversees expatriate worker rights
- Flexi-permit holders fall under separate LMRA regulations
- Bahrain has a minimum wage set by LMRA
Official Resources
Calculation Formula
- Formula: Basic Salary × 0.5 × Total Years of Service
- Example: BHD 500 salary, 6 years → 500 × 0.5 × 6 = BHD 1,500
- Partial year: Pro-rata applies → 6.5 years = 500 × 0.5 × 6.5 = BHD 1,625
- No maximum cap — gratuity grows linearly with service
GOSI / SIO vs Gratuity
- Bahraini nationals in Social Insurance Organization (SIO) get pension on retirement
- Employers contribute 12% of salary to SIO for Bahraini employees
- Expatriate workers are NOT in SIO — they receive full gratuity instead
- In rare cases where expatriates are enrolled, they get a refund of contributions on departure
LMRA & Worker Rights
- LMRA manages all expatriate worker permits in Bahrain
- Flexi Work Permit allows expatriates to work without employer sponsorship (BHD 450/year)
- Workers can switch employers without NOC subject to LMRA approval
- All work permits and contracts must be registered with LMRA
Dispute Resolution
- Contact Ministry of Labour and Social Development dispute department first
- Ministry provides free conciliation services for labour disputes
- Unresolved disputes go to Labour Court of Appeal
- Collective disputes handled by Labour Arbitration Board
Disclaimer: This information is for general guidance only. Consult a qualified legal professional for advice specific to your situation.