Gratuity, notice, unused leave and deductions in one calculation, with every assumption stated so you can check it line by line.
This calculator applies the statutory formula for a non-UAE national in full-time employment under the mainland regime of Federal Decree-Law No. 33 of 2021, where no alternative end of service savings scheme applies. UAE and GCC nationals are covered by pension and social security legislation instead; other work patterns follow the calculation prescribed by the implementing regulations; DIFC and ADGM operate separate employment laws, with DIFC gratuity replaced by the DEWS funded scheme. Confirm which regime applies before relying on the result.
Employee and contract
Jurisdiction
Employee name
Start date
Last working day
Unpaid leave taken (days, excluded from service)
Monthly basic salary (AED)
Monthly total salary incl. allowances (AED)
Leaver details
Unused annual leave (days)
Notice days paid in lieu by employer
Notice days not served by employee (deducted)
Outstanding loans or advances, documented (AED)
Other amounts legally recoverable from the employee (AED)
Other amounts due to employee (AED)
Calculation
Assumptions: a daily rate of basic salary divided by 30 is used for gratuity and leave encashment; notice paid in lieu is calculated on total salary; service is measured from the start date to the last working day, less unpaid leave; gratuity accrues at 21 days of basic salary for each of the first five years and 30 days for each subsequent year, subject to a cap of two years' total salary; no gratuity accrues below one year of continuous service. Payment is due within 14 days of the end of the contract.
This is a working calculation, not a settlement document. It covers the statutory items listed above and omits several entitlements that commonly apply, including any repatriation obligation, accrued commission, bonus and overtime. Have HR or a qualified adviser review it, and do not present it to an employee as a full and final settlement.
What this does not cover
Repatriation to the country of origin. This can be a statutory obligation on the employer as well as a contractual one, with its own conditions and exceptions
Overtime, commissions and bonuses accrued but unpaid
Visa cancellation costs and any labour ban considerations
Disputed terminations, where entitlements may differ materially
Cases where an alternative end of service savings scheme applies
Several leavers, or contracts you would rather not read line by line?
Send us the contracts and leave records and we will return the calculations with the assumptions stated, for your HR and legal review.
This material is provided for general information only and does not constitute legal, tax or accounting advice. Entitlements depend on the contract, the applicable jurisdiction and the circumstances of the termination. Consult a qualified adviser before acting. Position as at July 2026, based on Federal Decree-Law No. 33 of 2021 and its implementing regulations.
Sources
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