Labour rights calculator
Saudi ArabiaEvery financial entitlement under the Saudi Labour Law on one page — pick the calculation.
Basic plus regular allowances — Article 84 settles on the actual wage, not basic.
The calculation runs in your browser; nothing is sent to a server.
What this covers
Five entitlements, computed from the published text, entirely in your browser with nothing sent anywhere.
End of service
Articles 84 and 85 — half a month per year for the first five, a full month after, with the resignation effect.
Leave balance
Articles 109 and 111 — 21 days a year, 30 after five, and the cash value of the balance.
Overtime pay
Article 107 — the hourly wage plus 50% of basic, with Ramadan hours.
Termination compensation
Article 77 — 15 days per year of service, never less than two months’ wage.
Unpaid wages
What has accrued over an unpaid period, in whole or part months.
Standalone tools
If you only need one calculation, each has its own page with fuller explanation.
Common questions
What is the labour rights calculator?
A tool that works out an employee’s financial entitlements under the Saudi Labour Law: end of service, leave, overtime, compensation for unlawful termination and unpaid wages. The Ministry of Justice publishes an official calculator; this covers the same entitlements while explaining each rule.
How much is compensation for unfair dismissal?
Under Article 77: 15 days’ wage per year of service on an indefinite contract, or the wage for the remaining term on a fixed one — and never less than two months. Since 15 days is half a month, anyone under four years of service receives the minimum.
Is this the official calculator?
No. The official one is the Ministry of Justice’s. This applies the same published text and explains it; it does not replace the competent authority in a dispute.
Is my data stored?
No. Everything runs in your browser and no figure leaves your device — deliberately, since what goes in here is salaries and service dates.
This tool applies the statutory minimum in the Saudi Labour Law and is for guidance only. Your contract or company regulations may be more generous, never less. It does not cover every exceptional case, and an actual dispute goes to the labour office or the labour court.
Working out staff entitlements by hand?
Labour entitlements are an accruing liability, and tracked manually they are only provisioned when someone leaves. We connect HR systems to payroll so entitlements and provisions calculate automatically.
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