End of Service Gratuity Calculator

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End Of Service Gratuity Benefit Calculator

Note: This calculator currently uses the Labour Law No.8 permitted to be used in the transition period of employers transferring all unlimited contacts to limited contracts (by February 2023) as stipulated by the new law. See Articles 51 and 68 in the new 2021 labour law in this regard being: UAE Labour Law Federal Decree No. 33 of 2021.

This comprehensive end of service benefit calculator, generates a free customised report for you. It is intelligently designed to cope with all private sector workers under the different employment laws including:

- onshore companies under the UAE Labour Law Federal Law No.8 1980
- freezones (including DAFZA) with rules in-line with the UAE Labor Law
- DIFC Employment Law No 2 2019 (NOTE: Our reports are updated as of 28th of August 2019 when this law came into force.)
- ADGM Employment Regulations 2015
- JAFZA Jebel Ali Freezone Rules 7th Ed. 2017

For domestic staff, instead use the:
End of Service Gratuity Calculator for Domestic Workers
who are provided for under the Federal Law no. (10) of 2017 On Domestic Workers
Begin here:-
Start Date of Employment For Job*
DD slash MM slash YYYY
End Date*
DD slash MM slash YYYY
Hidden
Number of days between start and finish
Auto-calculated when dates in the two fields above are selected correctly. Counts 366 days in leap years.
Number of Days of Absence Without Pay
Do not enter any days for paid annual leave, weekends, allowed sick days and national holidays.
Some companies offer periods of unpaid leave to employees in order to balance worker demand or allow unpaid leave for Haj (eg DIFC 21 days, JAFZA 30 days).
Such unpaid leave days should be entered in this field.
Do not enter any days for paid annual leave, weekends, allowed sick days and national holidays.
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DIFC LAW NO. 6 OF 2018
32. Special leave
A Muslim Employee, who has completed at least one (1) year of employment with an Employer, shall be entitled to special unpaid leave not exceeding twenty one (21) days to perform the Haj pilgrimage once during the period of employment.
Resulting Number of Days Employed
You have been employed for less than one year, so you do not qualify for any end of service benefit from your employer.
Were you employed under DIFC freezone employment law?*
If you are employed within the DIFC freezone (which is it's own jurisdiction with its own courts) we will handle the data you enter here in accordance with DIFC Employment Law (DIFC Law No 2 2019), which has some notable differences to handling gratuity calculations compared to the general UAE labour law that other employees come under.
Were you employed under JAFZA freezone employment law?*
JAFZA is fairly unique in that the Jebel Ali Freezone Employment Rules issued by the Jebel Ali Freezone Authority supersede the UAE Labour Law (Federal Law No.(8) of 1980.) where they conflict with it.
Read How
Were you employed under ADGM freezone employment law?*
If you are employed within the ADGM freezone (which is it's own jurisdiction with its own courts) we will handle the data you enter here in accordance with the ADGM Employment Regulations 2015, which have some notable differences to handling gratuity calculations compared to the general UAE labour law that other employees come under.
General Circumstances of ending employment (JAFZA)*
General circumstances of ending employment (ADGM)*
Click the info icon for clarity on each and adjust your end date at the top of this calculator form accordingly.

Resigned

56. Rights of Employer and Employee to minimum notice
(1) An Employer or an Employee may terminate an Employee's employment in accordance with this section.
(2) Subject to subsections (4) to (6), the notice required to be given by an Employer or Employee to terminate an Employee's employment, where the Employee has been continuously employed for 1 month or more, shall not be less than –
(a) 7 days if the period of continuous employment is less than 3 months;
(b) 30 days if the period of continuous employment is 3 months or more but less than 5 years; or
(c) 90 days if the period of continuous employment is 5 years or more.
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If you resigned, your gratuity calculation will include your applicable notice period, this might have been standard as above, or agreed differently in your contract. Adjust the end date at the top of the calculator form to account for the end date of your notice period.
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Termination by Employer for Cause

60. (4) An Employee is not entitled to a gratuity payment where the employment of the Employee has been terminated by the Employer for cause as defined in section 57(1).
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If your employer terminated you due to cause as defined under 57(1) you will not be due any gratuity as declared in rule 60.(4).
Being terminated for excessive sick leave under rule 31 does not constitute termination for cause according to 57(3).
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57.Termination for Cause
(1) The Employer may terminate an Employee's employment without notice for cause. Termination by the Employer for cause means termination due to the Employee's conduct in circumstances where a reasonable Employer would consider immediate termination to be warranted.
31.Termination for excessive sick leave
Where an Employee takes more than an aggregate of 60 business days of sick leave in any 12 month period, the Employer may terminate the employment immediately with written notice to the Employee.
57. (3) Termination for cause does not include termination under section 31.

Termination by Employee for Cause

57. (2) The Employee may terminate his employment without notice for cause. Termination by the Employee for cause means termination by reason of the Employer having –
(a) committed a crime, the commission of which has a material and detrimental impact on the Employee;
(b) committed a repudiatory breach of a provision of the contract of employment; or
(c) materially contravened these Regulations, which contravention has a material and detrimental impact on the Employee.
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If you terminated your employment due to your employer's behaviour, in accordance with 57(2) above, your gratuity calculation will include what would have been your applicable notice period as delcared under 9(3) of the ADGM Employment Regulations 2015 (Compensaton Awards and Limits) Rules 2016. Find the standard notice periods below or check your contract to see what you agreed to, then adjust your end date accordingly at the top of the calculator.
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56. Rights of Employer and Employee to minimum notice
(2) Subject to subsections (4) to (6), the notice required to be given by an Employer or Employee to terminate an Employee's employment, where the Employee has been continuously employed for 1 month or more, shall not be less than –
(a) 7 days if the period of continuous employment is less than 3 months;
(b) 30 days if the period of continuous employment is 3 months or more but less than 5 years; or
(c) 90 days if the period of continuous employment is 5 years or more.

Standard Termination

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If you were terminated but not 'for cause', your gratuity calculation will include your applicable notice period, this might have been standard as below, or agreed differently in your contract. Adjust the end date at the top of the calculator form to account for the end date of your notice period.
If you were terminated for excessive sick leave under rule 31 this does not consitute 'for cause' (see 57(3)) so you should not lose your gratuity but as it is termination without notice period, gratuity will only be to the date of termination.
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56. Rights of Employer and Employee to minimum notice
(1) An Employer or an Employee may terminate an Employee's employment in accordance with this section.
(2) Subject to subsections (4) to (6), the notice required to be given by an Employer or Employee to terminate an Employee's employment, where the Employee has been continuously employed for 1 month or more, shall not be less than –
(a) 7 days if the period of continuous employment is less than 3 months;
(b) 30 days if the period of continuous employment is 3 months or more but less than 5 years; or
(c) 90 days if the period of continuous employment is 5 years or more.
11.8.5 An Employee may cease work without notice if: (a) the Customer fails to fulfill the terms of the Employment Agreement; and (b) the Customer, or its representative, assaults the Employee - Note 11.8.6 ...ceasing work under Rule 11.8.5 is subject to approval by Jafza, which approval shall be sought before the Employment Agreement is cancelled.
How did you resign? (JAFZA)*
11.8. Rules governing termination of Employment Agreement 11.8.1 An Employment Agreement may be terminated as follows: (a) by agreement between the Customer and Employee and with the approval of Jafza; (b) during the probationary period (without notice); (c) by the Employee or Customer with notice having immediate effect provided all the requirements of the Federal Labour Law No. 8 of 1980, regarding the organisation of labour relations, as amended, have been satisfied; or (d) on expiry of the service period prescribed in the contract by either party, provided that a notice not to renew is given by either party.
Resignation may be given by the employee so long as it is done so in accordance to the provisions of the Labour Law. Article 116 of that states that if the employee resigns from a limited term contract (unlimited term contracts are generally not acknowledged by JAFZA rules) they must compensate the employer with the value of half their gross monthly salary for a period of 3 months or of the remainder of the contract, whichever is shorter.
Type of Termination (JAFZA)*
Click on the info icon for more information about reasons in 11.8.4 to see if any apply.
Termination with Notice
11.8.3 An Employee shall be entitled to a period of notice before termination of service as laid down in the Employment Agreement or the Federal Labour Law No. 8 of 1980, regarding the organisation of labour relations, as amended. The Employee shall be entitled to full pay during the prescribed notice period, and shall render services contracted for during the notice period, unless the Customer requires otherwise.
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If your employer terminates you prior to your contract end date for a reason other than those listed under Jafza Rules 11.8.4 they need to provide you with advanced written notice and early termination compensation in line with the provisions of Article 115 of the Labour Law.
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Termination without notice for reason under 11.8.4
11.8.4 An Employee’s service may be terminated without notice for the following reasons:
(a) if the Employee is ill disciplined, or fails adequately to perform the duties as defined in the Employment Agreement (one written warning shall be issued to the Employee prior to termination and a copy of such notice shall be filed with Jafza);
(b) if the Employee is sentenced by a competent court of a civil misdemeanor or criminal act;
(c) if the Employee is found drunk or under the influence of an illicit drug at work;
(d) if the Employee is absent from work without valid reason for more than seven consecutive days in one year or twenty non-consecutive days in one year;
(e) if the Employee, while at work, assaults the Customer, a responsible manager, another Employee, or a visitor;
(f) if an action or negligence by the Employee results in substantial loss to the Customer (provided that the Customer notifies Jafza within 48 hours of discovering the loss);
(g) if the Employee fails to comply with health and safety regulations (provided that such regulations are prominently displayed in writing and in the case of illiterate Employees, that they have been explained orally);
(h) if the Employee falsifies identity details;
(i) if the Employee reveals confidential information of the Customer; and
(j) if the Employee works for another employer, be it during the annual leave or sick leave.
Did your employer contribute to an alternative pension scheme, retirement savings scheme or similar scheme as agreed between you? (DIFC)
Under DIFC Employment Law if contributions are made by your employer, on your behalf, to an alternative scheme which you have agreed to, then the the employer owes you no gratuity.
DIFC Law No.2 of 2019
66. Gratuity Payment
(6) Subject to Article 66(7), Article 66(1) does not apply to an Employee who agrees in writing to receive contributions from their Employer into a pension scheme, retirement savings scheme or any substantially similar scheme, whether located in the UAE or elsewhere, instead of a Gratuity Payment. ----------------------------
66 (1).
Subject to Article 66(6), an Employee who is not required to be registered with the GPSSA under Article 65(1), and who completes continuous employment of one (1) year or more with their Employer, including any period of Secondment, is entitled to a Gratuity Payment on the termination of their employment.
66 (7).
The aggregate contributions made by an Employer in accordance with Article 66(6) must not be less than the Gratuity Payment the Employee would have been entitled to receive under Article 66(1), provided that the risk of any investment into a pension scheme, retirement savings scheme or any substantially similar scheme, if placed with a third party in a fiduciary capacity, shall be that of the Employee.
Did your employer contribute to an alternative pension scheme, retirement savings scheme or similar scheme as agreed between you? (ADGM)
As your employer paid towards a different scheme that you specifically agreed to, Article 66(1) does not apply and they owe you no Gratuity payment. See info icon for more.
Did commission form part of your basic wage? (DIFC)
Commission payments in DIFC will only feature on your gratuity calculation if they are deemed part of your Basic Wage and not deemed an Additional Payment or Allowance.
'Basic Wage' - means, subject to the provisions of Article 66(3)(a), an Employee’s Annual Wage, excluding any Allowance or Additional Payment.
'Additional Payment' - means any bonus, grant, commission or any other payment made by an Employer to an Employee that is discretionary, non-recurring or expressly agreed not to form part of an Employee’s Wage or Allowance.
'Allowance' - any allowance payable to an Employee pursuant to an Employment Contract, which includes (but is not limited to) housing, travel, education, social and entertainment and any benefit received in kind by an Employee and, where such allowance (or any part thereof) is not paid to an Employee in equal parts for each Pay Period over a twelve (12) month period, the aggregate annual allowances payable to an Employee shall be divided by the number of Pay Periods for that Employee over a twelve (12) month period for purposes of determining an Employee’s Wage for a Pay Period.
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66. Gratuity Payment
(1) Subject to Article 66(6), an Employee who is not required to be registered with the GPSSA under Article 65(1), and who completes continuous employment of one (1) year or more with their Employer, including any period of Secondment, is entitled to a Gratuity Payment on the termination of their employment.
(2) An Employee’s Gratuity Payment shall be calculated as follows:
(a) an amount equal to twenty one (21) days of the Employee’s Basic Wage for each year of the first five (5) years of service; and
(b) an amount equal to thirty (30) days of the Employee’s Basic Wage for each additional year of service,
provided that the total of the Gratuity Payment shall not exceed an amount equal to two (2) times the Annual Wage of the Employee.
(3) For purposes of Article 66(2):
(a) an Employee’s Basic Wage shall not be less than fifty percent (50%) of the Employee’s Annual Wage; and
(b) the daily rate of an Employee’s Basic Wage shall be calculated by dividing the Employee’s Basic Wage by three hundred and sixty five (365).
(4) Where the Termination Date occurs part way through a year, the Gratuity Payment shall be calculated on a pro rata basis.
(5) An Employer may deduct from the Gratuity Payment any amounts due and owing to the Employer by an Employee pursuant to the provisions of Articles 20 or 28(2).
(6) Subject to Article 66(7), Article 66(1) does not apply to an Employee who agrees in writing to receive contributions from their Employer into a pension scheme, retirement savings scheme or any substantially similar scheme, whether located in the UAE or elsewhere, instead of a Gratuity Payment.
(7)The aggregate contributions made by an Employer in accordance with Article 66(6) must not be less than the Gratuity Payment the Employee would have been entitled to receive under Article 66(1), provided that the risk of any investment into a pension scheme, retirement savings scheme or any substantially similar scheme, if placed with a third party in a fiduciary capacity, shall be that of the Employee.
(source)
Did commission form part of you basic wage? (ADGM)
The Employment Regulations 2015 state gratuity will be paid on the 'basic wage' see 60(2). Defined as:

65. "basic wage" means the Employee's wage excluding any portion of an Employee's wage received in kind or as allowance for housing, travel, currency exchange (cashier), children's education, social and entertainment or any other type of allowance, bonus or commission payment, or overtime pay. The basic wage shall be calculated taking into consideration the total number of days in a year;

If your contract specifically includes a recurring monthly 'commission' for example fixed percentage payouts as part of you basic wage rather than discretionary bonus payments, then it might be argued this can be factored into your basic wage for your gratuity calculation but this is up to the ADGM to decide and relies on the wording of your contract.
Please click the information icon for the above field to make sure this interpretation is correct, it is reliant on the wording of your own particular contract too, then continue...
Circumstances of ending employment (DIFC)*
Click the info icon for clarity on each and adjust your end date at the top of this calculator form accordingly.

Resigned or Terminated (not for cause)

62. Minimum notice periods
(1) An Employer or an Employee may terminate an Employee’s employment without cause in accordance with this Article.

(2) Subject to Articles 62(3), 62(4), 62(6) and 63, the written notice required to be given by an Employer or Employee to terminate the Employee’s employment shall not be less than:

(a) seven (7) days, if the period of continuous employment of the Employee is less than three (3) months;
(b) thirty (30) days, if the period of continuous employment of the Employee is in excess of three (3) months but less than five (5) years, including any period of Secondment; or
(c) ninety (90) days, if the period of continuous employment of the Employee is in excess of five (5) years including any period of Secondment.

(3) Article 62(2) shall not prevent an Employer and Employee from agreeing to a longer notice period in an Employment Contract.

(4) An Employer may only make a payment of Wages to an Employee in lieu of all or part of the Employee's notice period pursuant to Article 63(2) or if the Employee agrees to such a payment in an agreement entered into pursuant to Article 11(2)(b).

(5) An Employer may require an Employee not to attend work or undertake their duties during all or part of the Employee's notice period.

(6) Article 62(2) does not apply:
(a) during any probation period agreed in an Employment Contract;
(b) where it has been agreed in the Employment Contract that the Employee's employment will terminate on the expiry of a fixed term; or
(c) in respect of termination for excessive Sick Leave in accordance with Article 36(1).
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If you resigned or were terminated (but not for cause) your gratuity calculation will include your applicable notice period, this might have been standard as above, or agreed to be longer in your contract. Adjust the end date at the top of the calculator form to account for the end date of your notice period.
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Termination for Cause

(3) If an Employer terminates the employment of an Employee for cause pursuant to Article 63(1):

(a) the Employee shall not be entitled to receive any payment of Wages in lieu of their notice period; and

(b) the Employee’s Gratuity Payment and outstanding Vacation Leave shall be calculated up to the Termination Date.
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If your employer terminated you due to your behaviour, you will still be due gratuity but the calculation will not include your applicable notice period. So make sure your end date at the start of the form corresponds to the actual date you were terminated. This includes where you are terminated for taking more than 60 days sick leave under Article 36(1).
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Termination by Employee for Cause

63.
(3) If an Employee terminates their employment for cause pursuant to Article 63(1), the Employee shall be entitled to:

(a) a payment of Wages in lieu of their notice period;

(b) a Gratuity Payment calculated to include the notice period the Employee would have been required to give to terminate their employment in accordance with Article 62(2); and

(c) a payment in lieu of the Employee's accrued untaken Vacation Leave calculated to include the notice period the Employee would have been required to give to terminate their employment in accordance with Article 62(2).
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If you terminated your employment due to your employer's behaviour, your gratuity calculation will still include your applicable notice period. Find the standard notice periods below or check your contract to see what you agreed to, then adjust your end date accordingly at the top of the calculator.
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62. Minimum notice periods
(1) An Employer or an Employee may terminate an Employee’s employment without cause in accordance with this Article.

(2) Subject to Articles 62(3), 62(4), 62(6) and 63, the written notice required to be given by an Employer or Employee to terminate the Employee’s employment shall not be less than:

(a) seven (7) days, if the period of continuous employment of the Employee is less than three (3) months;
(b) thirty (30) days, if the period of continuous employment of the Employee is in excess of three (3) months but less than five (5) years, including any period of Secondment; or
(c) ninety (90) days, if the period of continuous employment of the Employee is in excess of five (5) years including any period of Secondment.

(3) Article 62(2) shall not prevent an Employer and Employee from agreeing to a longer notice period in an Employment Contract.
If you terminated your employment due to your employer's behaviour, your gratuity calculation will still include your applicable notice period. See the context of how to adjust your end date accordingly by clicking the info icon next to the field.
If your employer terminated you due to your behaviour, you are still due gratuity but your gratuity calculation will not include any notice period. See the context of how to adjust your end date accordingly by clicking the info icon next to the field.
If you resigned, your gratuity calculation will include your applicable notice period, this might have been a standard number of days as prescribed by DIFC or legally agreed to differently in your contract. Click the info icon on the above field for more context and to see the standard DIFC notice periods. Then adjust the end date at the top of the calculator form to reflect the end date of your notice period.
Limited Term or Unlimited Term employment contract?*
Limited Term Contracts
An employment contract that is variously referred to as "limited term," "fixed term" or "determined term" has a fixed end date on which it will automatically expire, unless either party terminates it before that date or both parties agree to renew it.
Unlimited Term Contracts
An employment contract variously referred to as "unlimited term", "open term" and "undetermined term" is opened-ended with regards to its expiry.
If you don't have a copy of your contract and work for an onshore company you can check your employment contract online here.
General Circumstances of Ending Employment*
General Circumstances of Ending Employment (Unlimited Contract)*
How did you resign from your unlimited term contract?*
Resignation from an unlimited term employment contract should be done by giving advance notice of at least 30 days (Article 117) or longer if your employment contract specifies it (Ministerial Decree No.(765) of 2015 (Article (1) II 2) says this should not exceed 3 months maximum).
If you left because your employer didn't fulfill their contractual or legal obligations towards you (such as paying you on time) or assaulted you (Article 121) you are still due gratuity even if you resigned without notice (assuming any such claims are validated by the relevant authorities).
Reason for termination*
Depending on whether your termination was the result of your employer summarily terminating (firing) you for one of the reasons in Article 120 of the Labour Law, or not, it may affect your payout. Click the info icon to see if any apply.
Depending on whether your termination was the result of your employer simply ending the contract early or if you were summarily terminated (fired) for one of the reasons below it will affect your payout.
Article 120
The employer may dismiss the worker without prior notice in any of the following cases:
a - Should the worker assume false identity or nationality, or submits false certificates or documents.
b - Should the worker be appointed under probation, and the dismissal occur during or at the end of the probation period.
c - Should the worker commit an error resulting in colossal material losses to the employer, provided that the Labor Department is notified of the incident within 48 hours of the knowledge of the occurrence thereof.
d - Should the worker violate the instructions related to the safety at work or in the work place, provided that such instructions be written and posted in a prominent location, and that he is notified thereof should he be illiterate.
e - Should the worker fail to perform his main duties in accordance with the employment contract, and fail to remedy such failure despite a written investigation on the matter and a warning that he will be dismissed in case of recidivism.
f - Should he divulge any of the secret of the establishment where he works.
g - Should he be convicted in a final manner by the competent court in a crime of honor, honesty or public ethics.
h - Should he be found in a state of drunkenness or under the influence of a narcotic during work hours.
i - Should he assault during the work the employer, responsible manager or co-worker.
j - Should he be absent without valid cause for more than twenty non-consecutive days in one year, or for more than seven consecutive days.

If you were dismissed under article 88 you should not lose your gratuity payment (confirmed with MOHRE) as it is not mentioned, only the wages during that period.
Article 88
During the annual or sick leave set forth in the current chapter, the worker may not work for another employer. Should the employer establish such action, he shall be entitled to terminate the employment of the worker without notice and to deprive him of his wage for the duration of the leave.
Did you give notice of your resignation and work the notice period specified in your contract before leaving the company?*
Were you paid on a commission basis?
Recurring monthly commission payments specified in your employment contract (eg. specified percentages or per unit sale) not discretionary bonuses. See the info icon for more details then add this to your basic wage figure further down the form.
Generally only if you can provide proof of recurring monthly commission payments can they be considered as part of your basic wage for gratuity calculations - using an average of the the past few months and applying that to your basic wage figure. It may also rely on the wording of the contract you signed.

There are no definitive clear rules on how to create the average, nor how many months should be used but as the Labour Law uses a 6 month average elsewhere eg. for calculating average daily wages (Article 57) for workers paid per piece, this might be a safe assumption.

Add the average to your basic wage figure further down the form to see how it might affect your report.
Did your employer contribute to an alternative pension scheme, retirement savings scheme or similar scheme as agreed between you?
If you agreed to a pension scheme that your employer contributed to on your behalf, that was widely advertised to all employees within the company as an alternative to the end of service gratuity and was more favourable, then you are not entitled to an end of service gratuity payout in addition to that. However you may choose the more favourable payout.
Article 140
Should the establishment have a saving fund for the workers, and the rules of the fund stipulate that the sums deposited into the fund on behalf of the worker is in return for the legal obligation with regards to the end of service gratuity, the saved amount or the duly due gratuity shall be paid to the worker, whichever is greater. Should the rules of the fund not stipulate that the amounts paid by the employer are in return for his legal obligation with regards to the end of service gratuity, the worker shall receive the amounts due to him from the saving fund in addition to the statutory end of service gratuity.
Article 141
Should the establishment have a retirement system, an insurance or any similar scheme, the worker entitled to a pension may choose between such pension, the prescribed gratuity or the money entitled thereto from the retirement system or under the insurance scheme, whichever is better.
Basic Monthly Salary at End of Role*
Excluding any reimbursements, housing allowance, transport allowance, travel allowance, overtime pay, representation allowance, cashier's allowance, children's education allowances, allowances for recreational and social services and any other bonuses or allowances. (Article 134, Federal Law 12, 29/10/1986)
Basic Monthly Salary at End of Role*
1/12th of your Annual 'Basic Wage' see the info icon for DIFC's definition.
DIFC 'Basic Wage' is defined below. The gratuity calculation is based upon Articles 66(2) & (3) where the annual Basic Wage is divided by 365 days
'Basic Wage' - means, subject to the provisions of Article 66(3)(a), an Employee’s Annual Wage, excluding any Allowance or Additional Payment.
'Additional Payment' - means any bonus, grant, commission or any other payment made by an Employer to an Employee that is discretionary, non-recurring or expressly agreed not to form part of an Employee’s Wage or Allowance.
'Allowance' - any allowance payable to an Employee pursuant to an Employment Contract, which includes (but is not limited to) housing, travel, education, social and entertainment and any benefit received in kind by an Employee and, where such allowance (or any part thereof) is not paid to an Employee in equal parts for each Pay Period over a twelve (12) month period, the aggregate annual allowances payable to an Employee shall be divided by the number of Pay Periods for that Employee over a twelve (12) month period for purposes of determining an Employee’s Wage for a Pay Period.
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66. Gratuity Payment
(1) Subject to Article 66(6), an Employee who is not required to be registered with the GPSSA under Article 65(1), and who completes continuous employment of one (1) year or more with their Employer, including any period of Secondment, is entitled to a Gratuity Payment on the termination of their employment.
(2) An Employee’s Gratuity Payment shall be calculated as follows:
(a) an amount equal to twenty one (21) days of the Employee’s Basic Wage for each year of the first five (5) years of service; and
(b) an amount equal to thirty (30) days of the Employee’s Basic Wage for each additional year of service,
provided that the total of the Gratuity Payment shall not exceed an amount equal to two (2) times the Annual Wage of the Employee.
(3) For purposes of Article 66(2):
(a) an Employee’s Basic Wage shall not be less than fifty percent (50%) of the Employee’s Annual Wage; and
(b) the daily rate of an Employee’s Basic Wage shall be calculated by dividing the Employee’s Basic Wage by three hundred and sixty five (365).
(4) Where the Termination Date occurs part way through a year, the Gratuity Payment shall be calculated on a pro rata basis.
(5) An Employer may deduct from the Gratuity Payment any amounts due and owing to the Employer by an Employee pursuant to the provisions of Articles 20 or 28(2).
(6) Subject to Article 66(7), Article 66(1) does not apply to an Employee who agrees in writing to receive contributions from their Employer into a pension scheme, retirement savings scheme or any substantially similar scheme, whether located in the UAE or elsewhere, instead of a Gratuity Payment.
(7)The aggregate contributions made by an Employer in accordance with Article 66(6) must not be less than the Gratuity Payment the Employee would have been entitled to receive under Article 66(1), provided that the risk of any investment into a pension scheme, retirement savings scheme or any substantially similar scheme, if placed with a third party in a fiduciary capacity, shall be that of the Employee.
(source)
Basic Monthly Salary at End of Role*
As defined in your JAFZA Employment Agreement
Basic Monthly Salary at End of Role*
As defined by ADGM Employment Regulations 2015. Click the info icon to see the definition.
63. "basic wage" means the Employee's wage excluding any portion of an Employee's wage received in kind or as allowance for housing, travel, currency exchange (cashier), children's education, social and entertainment or any other type of allowance, bonus or commission payment, or overtime pay. The basic wage shall be calculated taking into consideration the total number of days in a year;
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End Of Service Gratuity Benefit Calculator

Resigned

Termination by Employer for Cause

Termination by Employee for Cause

Standard Termination

Termination with Notice

Termination without notice for reason under 11.8.4

Resigned or Terminated (not for cause)

Termination for Cause

Termination by Employee for Cause

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