End of Service Calculator: How to Calculate ESB in Saudi Arabia?

Computation of End of Service Benefits in Saudi Arabia

End of service benefits is a payment given to an employee when they end their service with a company. If you’re wondering how to calculate ESB in Saudi Arabia, you’re not alone. It can be confusing and sometimes confusing to know what your rightful entitlement is. Fortunately, the government has made things easy for you. To calculate your ESB, all you have to do is visit the MHRSD website and input your details. The end of service calculator is simple to use and free.

How to Calculate ESB Using End of Service Calculator

The process to calculate your ESB in Saudi Arabia is easy. You simply enter your current salary, select type of contract, end of service reason, and the number of years you’ve been working for your current employer. The ESB calculator will calculate your end-of-service benefits. You can also reset the calculator if you need to. Following are the steps.

Visit the End of Service Calculator page: https://laboreducation.mlsd.gov.sa/en/calc

Select “Type of Contract“

• Fixed time or
• Unlimited Period

Select one of the “End of Service Reasons” for Fixed Time

• Expiration of contract terms or the parties have agreed to terminate the contract.
• Termination of the contract by Employer.
• Termination of the contract by the employer for one of the terms and conditions stated in Article (80).
• Leaving work as a result of force majeure.
• The worker terminates the labor contract within six months into the marriage contract or three months into birth.
• The worker leaves work for one of the conditions stated in Article (81).
• Termination of the contract by the worker or has quit the work for other reasons not stated in Article (81). 

If your contract type is “Unlimited Period” select one of the “End of Service Reasons” mentioned below;

• The Worker and Employer agree to terminate the contract.
• Termination of the contract by the employer.
• Termination of the contract by the employer for one of the terms and conditions stated in Article (80).
• Leaving work as a result of force majeure.
• The worker terminates the labor contract within six months into the marriage contract or three months into birth.
• The worker leaves work for one of the conditions stated in Article (81).
• The worker leaves work without submitting his/her resignation, other than the conditions stated in Article (81). 
• The resignation of a worker. 

Enter your basic “Salary.”

Enter “Duration of Service” in Years. (Optionally you can also enter months and days if required)

Click on the “Green Button” (equal sign).

You will be able to view your End of Service Benefits (Gratuity) at the top of the “End of Service Rewards Calculator.”

Article (80) of the Saudi Labor Law

According to Article (80) of the Saudi Labor Law;

An employer may not terminate the contract without an award, advance notice, or indemnity except in the following cases, and provided that he gives the worker a chance to state his reasons for objecting to the termination:

1. If, during or by reason of the work, the worker assaults the employer, the manager in charge or any of his superiors.
2. If the worker fails to perform his essential obligations arising from the work contract or to obey legitimate orders, or if, in spite of written warnings, he deliberately fails to observe the instructions related to the safety of work and workers as may be posted by the employer in aprominent place.
3. If it is established that the worker has committed a misconduct or an act infringing on honesty or integrity.
4. If the worker deliberately commits any act or default with the intent to cause material loss to the employer, provided that the latter shall report the incident to the appropriate authorities within twenty-four hours from being aware of such occurrence.
5. If the worker resorts to forgery in order to obtain the job.
6. If the worker is hired on probation.
7. If the worker is absent without valid reason for more than twenty days in one year or for more than ten consecutive days, provided that the dismissal be preceded by a written warning from the employer to the worker if the latter is absent for ten days in the first case and for five days in the second.
8. If the worker unlawfully takes advantage of his position for personal gain.
9. If the worker discloses work-related industrial or commercial secrets.

Article (81) of the Saudi Labor Law

According to Article (81) of the Saudi Labor Law;

Without prejudice to all of his statutory rights, a worker may leave his job without notice in any of the following cases:

1. If the employer fails to fulfill his essential contractual or statutory obligations towards the worker.
2. If the employer or his representative resorts to fraud at the time of contracting with respect to the work conditions and circumstances.
3. If the employer assigns the worker, without his consent, to perform a work which is essentially different from the work agreed upon and in violation of provisions of Article (٦٠) of this Law.
4. If the employer, a family member or the manager in-charge commits a violent assault or an immoral act against the worker or any of his family members.
5. If the treatment by the employer or the manager in-charge is characterized by cruelty, injustice or insult.
6. If there exists in the workplace a serious hazard threatening the safety or health of the worker, provided that the employer is aware thereof but fails to take measures indicating its removal.
7. If the employer or his representative, through his actions and particularly his unjust treatment or violation of the terms of the contract, has caused the worker to appear as the party terminating the contract.

Also Read: How to Calculate Overtime in Saudi Arabia