UAE End-of-Service Calculator 2026
— Full Final Settlement
Calculate your complete UAE final settlement — gratuity, unused leave, notice period pay, and unpaid salary — all four components in one calculation. Based on Federal Decree-Law No. 33 of 2021.
Full Final Settlement Calculator
All 4 components — gratuity, leave, notice & unpaid salary — in one calculation
Employment Details
Days accrued but not yet taken — these are paid out on exit.
If notice was not served and employer is paying in lieu, select the period.
Days of current month's salary not yet paid on your last day.
Full Settlement Breakdown
Total Settlement Amount
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Fill in your details and click Calculate
Full settlement based on Federal Decree-Law No. 33 of 2021 (Articles 51–53). Deductions (loans, advances) not included. Consult your HR or legal adviser for your final figure.
What Is a UAE End-of-Service Final Settlement?
When employment ends in the UAE — whether by resignation, termination, mutual agreement, or contract expiry — your employer is legally required to pay you a complete final settlement covering everything you are owed. This is not just gratuity. It is a comprehensive payment consisting of multiple legally separate components, each governed by a specific article of Federal Decree-Law No. 33 of 2021.
In Arabic, final settlement is known as المستحقات النهائية. Many employees in the UAE receive less than their legal entitlement simply because they do not know what to claim. This calculator computes all four components together so you know your complete figure before signing any final settlement acknowledgement.
The 4 Components of a UAE Final Settlement
Gratuity (End-of-Service Benefit)
Mandatory lump-sum calculated on basic salary and years of service. Subject to contract type, reason for leaving, and 2-year salary cap.
Governed by Article 51Unused Annual Leave Pay
All accrued but untaken annual leave days paid out in cash. Cannot be forfeited under any circumstances upon exit.
Governed by Article 29Notice Period Pay (In Lieu)
If notice period is waived by either party, salary for that period is paid as a lump sum. Minimum 30 days for most employees.
Governed by Article 43Unpaid Salary Days
Any salary owed for days worked in the current month up to and including the last working day. Must be settled in full.
Part of final settlementHow Each Component Is Calculated
Gratuity — Article 51
Start with the daily wage, then apply the tiered rate based on total years of service. A 2-year salary cap applies regardless of how long you worked.
Daily Wage = Basic Monthly Salary ÷ 30
First 5 yrs = Years (up to 5) × 21 × Daily Wage
Beyond 5 yrs = Years (above 5) × 30 × Daily Wage
Maximum Cap = Basic Monthly Salary × 24
Resignation penalty — unlimited contracts only:
| Service Duration | Reason | Entitlement |
|---|---|---|
| Less than 1 year | Any | Not eligible |
| 1–3 years | Resigned (unlimited) | ⅓ of full gratuity |
| 3–5 years | Resigned (unlimited) | ⅔ of full gratuity |
| 5+ years or terminated | Any | Full gratuity |
| Any duration ≥ 1 year | Limited contract (any reason) | Full gratuity |
Unused Annual Leave Pay — Article 29
Every accrued but untaken leave day is paid out at the daily wage rate. This cannot be waived or forfeited regardless of the reason for leaving.
Leave Pay = (Basic Salary ÷ 30) × Unused Leave Days
Example: AED 10,000 salary | 15 days unused → AED 333.33 × 15 = AED 5,000
Notice Period Pay — Article 43
If neither party serves the contractual notice period, salary for those days is paid as a cash lump sum. Standard notice is 30 days; up to 90 days for employees with 5+ years.
Notice Pay = (Basic Salary ÷ 30) × Notice Period Days
Unpaid Salary Days
Any days worked in the final partial month that have not yet been paid must be included in the settlement. Calculated at the same daily wage rate.
Unpaid = (Basic Salary ÷ 30) × Days Worked But Unpaid
Example: Last day is the 20th, salary paid to 15th → 5 days unpaid.
Complete Worked Example — Grand Total
Employee Details — Termination After 6 Years
Unlimited contract · Employer termination · AED 12,000 basic salary
Final Settlement Rules Every UAE Employee Must Know
14-Day Payment Deadline
Under Article 53, your employer must pay your complete final settlement within 14 calendar days of your last working day — not 14 working days. If payment is delayed, file a complaint with MOHRE at 800-60 or through the MOHRE app. Employers who miss the deadline face financial penalties.
Never Sign Before You Calculate
Many employers present a settlement letter for signature at the exit interview. You are not legally required to sign on the spot. You have every right to take the document home, review the figures, and compare against your own calculation. Signing an acknowledgement that you have received full and final payment makes it very difficult to claim underpayments later.
What Employers Can Legally Deduct
Employers may deduct documented amounts owed by the employee — such as salary advances, company loans, or equipment replacement costs with prior written agreement. They cannot make undocumented or arbitrary deductions. Always request a written itemised breakdown of every deduction before signing anything.
Signing an NOC Does Not Cancel Gratuity
Signing a No-Objection Certificate (NOC) or a visa transfer document does not waive your gratuity rights. Gratuity is a statutory right and can only be legally waived through a formal settlement signed before a UAE Labour Court — not through a standard exit document.
What If Your Employer Refuses to Pay?
File a complaint with MOHRE at mohre.gov.ae, via the MOHRE app, or by calling 800-60. MOHRE will attempt to mediate within working days. If unresolved, the case is referred to the UAE Labour Court. Employees consistently have strong legal protections under the 2021 law.
End-of-Service FAQs
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About This Calculator
This calculator was built by PayInsightHub to help UAE employees understand their complete legal entitlement when leaving a job. The formulas are based on Federal Decree-Law No. 33 of 2021, Articles 29, 43, 51, 52, and 53. Results are estimates for reference only. Actual amounts depend on your contract, agreed deductions, and employer decisions. Always consult a qualified HR professional or legal adviser for your formal final settlement.