Compare EOSB rules across all 6 Gulf Cooperation Council states. Select your country to calculate your entitlement using the official labour law formula.
21 days/yr (Yrs 1–5) · 30 days/yr (Yrs 5+)
Federal Decree Law No. 33, Art. 51
No resignation penalty since 2021
Calculate0.5 month/yr (Yrs 1–5) · 1 month/yr (Yrs 5+)
Saudi Labour Law, Article 84
Includes housing & transport allowances
Calculate21 days/yr (flat, all years)
Labour Law No. 14 of 2004, Art. 54
No resignation penalty (post-2020)
Calculate15 days/yr (Yrs 1–5) · 30 days/yr (Yrs 5+)
Private Sector Labour Law No. 6 of 2010, Art. 51
Capped at 18 months; resignation reduced
Calculate4.2% (Yrs 1–3) · 8.4% (Yrs 3+) of monthly salary
SIO Contributory Scheme (March 2024)
Employer fund contribution model
CalculatePre-Jul 2023: 15 days/yr (1st 3 yrs) then 1 month/yr · Post: 1 month/yr
Labour Law (Royal Decree 53 of 2023), Art. 61
Split calc required for Jul 2023 law change
CalculateKey differences in formula, salary base, minimum service, and resignation rules across all six Gulf states.
| Country | Salary Base | Yr 1–5 Rate | Yr 5+ Rate | Min Service | Resign Penalty | Currency | Governing Law | Official Source |
|---|---|---|---|---|---|---|---|---|
| 🇦🇪 UAE | Basic only | 21 days/yr | 30 days/yr | 1 year | None | AED | Federal Decree-Law 33/2021, Art. 51 | MoHRE |
| 🇸🇦 Saudi Arabia | Basic + fixed allowances | 0.5 months/yr | 1 month/yr | 2 yrs (resigned) | Tiered (1/3 → full) | SAR | Labour Law (RD M/51), Art. 84–85 | Qiwa / HRSD |
| 🇶🇦 Qatar | Basic only | 21 days/yr | 21 days/yr (flat) | 1 year | None | QAR | Labour Law No. 14/2004, Art. 54 | ADLSA |
| 🇰🇼 Kuwait | Basic only | 15 days/yr | 30 days/yr (cap 18 mo) | 3 yrs (resigned) | Tiered (½ → full) | KWD | Labour Law No. 6 of 2010, Art. 51 | PAM |
| 🇧🇭 Bahrain | Monthly salary (fund %) | 4.2%/month | 8.4%/month | None | None (fund model) | BHD | SIO Contributory Scheme (Mar 2024) | SIO / LMRA |
| 🇴🇲 Oman | Basic only | 15d/yr ≤3yrs, then 1mo/yr (pre-2023) | 1 month/yr (post-2023) | None | None | OMR | Labour Law (RD 53/2023), Art. 61 | MoL |
Sources & last reviewed. Figures are based on each country's primary labour law (cited in the “Governing Law” column) and were verified against the official government portal for each state. Last legally reviewed: 8 August 2026. Bahrain rates apply to post-March 2024 service under the SIO contributory scheme; service before that date follows the legacy indemnity rules.
Reusing this table? You're welcome to cite or reproduce it with attribution to eosbcalculator.com/gcc. The figures are kept current with GCC labour-law amendments.
It depends on salary structure and tenure. Saudi Arabia includes all fixed allowances in the calculation base and has no cap — making it generous for long-tenured employees with high allowances. UAE caps EOSB at 2 years of total wage (basic plus allowances). Kuwait pays 15 days/year for the first 5 years and one month/year after, with the total capped at 18 months' wage. The best outcome depends on your specific figures — use the country calculators above to compare.
No. UAE and Qatar have removed resignation penalties entirely (UAE in 2021, Qatar in 2020). Saudi Arabia still applies tiered reductions: resignees with 2–5 years receive 1/3 entitlement, 5–10 years receive 2/3, and 10+ years receive full entitlement. Kuwait requires a minimum 3 years of service before any EOSB for resignees.
Most GCC countries (UAE, Qatar, Kuwait, Oman) use basic salary only — excluding housing and transport allowances. Saudi Arabia is the exception: it includes basic salary plus all fixed monthly allowances. Bahrain operates a percentage-of-salary fund contribution model rather than a traditional gratuity formula.
Bahrain switched to a mandatory contributory fund through the Social Insurance Organisation (SIO) in March 2024. Employers contribute 4.2% of monthly salary for years 1–3, rising to 8.4% for years 3+. Service before March 2024 is calculated under the old indemnity rules — so employees working across that date need a split calculation.
Yes. Each GCC country owes EOSB independently for the period you worked there. If you worked 4 years in UAE and 6 years in KSA, both your UAE employer and KSA employer owe you separate EOSB payments — they are independent entitlements, not combined.
UAE and Saudi Arabia are the two largest EOSB markets in the GCC. Enter your details once and see both calculations side by side — useful if you have worked in both countries or are comparing job offers.
Compare UAE vs KSAIn-depth guides on calculating, claiming, and recovering your end of service benefit across the Gulf.
This page is for informational purposes only. EOSB rules may change — always verify with the relevant country's Ministry of Labour or a qualified legal professional. Last reviewed August 2026.