Organize the separate amounts that may make up your final settlement — outstanding salary, EOS, unused leave, overtime, notice pay, reimbursements and deductions — using figures you have verified. This worksheet does not duplicate the dedicated EOS, leave or overtime formulas; it links to them instead.
Saudi Labour Law does not define "final settlement" as a single formula. It is whichever of the following genuinely applies to your situation — each is a separate, independently documented amount.
Unpaid salary and any unpaid overtime through your last working day. Confirm hours and rate against your payslip and attendance records.
A separate entitlement calculated under Article 84/85. Use the dedicated EOS calculator — this worksheet takes your result as an input, it does not recompute it.
Payment for accrued but unused leave when employment ends. Use the dedicated Leave calculator — this worksheet takes your result as an input.
Compensation tied to notice-period rules or unlawful termination — depends on contract type and circumstances. Not calculated automatically here.
Earned but unpaid commissions or bonuses, and employer-approved expense reimbursements, are separate contractual credits, not part of EOS or leave.
Only specific categories are lawful, and some are capped. See the deductions section below before assuming any employer-claimed deduction is valid.
| Who ends the relationship | Payment deadline |
|---|---|
| Employer ends the contract (including an unlawful/arbitrary termination) | Within 1 week of the relationship ending, including any arbitrary-dismissal compensation due |
| Contract ends during the probation period | Within 1 week of the relationship ending |
| Employee ends the contract (e.g. resignation) | Within 2 weeks — the employer must fully settle the worker's dues |
For an indefinite-term contract ended for a legitimate reason, written notice is required with a period set in the contract: not less than 60 days if paid monthly, not less than 30 days otherwise.
If either party ends the contract without honoring the notice period, they owe compensation equal to the wage for the remaining notice period.
Unless the contract sets its own compensation figure: indefinite-term contracts — 15 days' wage per year of service; fixed-term contracts — wage for the remaining contract period, with a minimum of 2 months' wage.
Not every deduction an employer applies to a final settlement is automatically lawful. Article 91 limits deductions to specific categories:
Unpaid salary SAR 3,000 + EOS (from EOS calculator) SAR 12,000 + unused leave (from Leave calculator) SAR 4,500 + notice compensation SAR 6,000 (per contract) = SAR 25,500 total credits, no deductions entered. Payment due within 1 week (Article 88).
Unpaid salary SAR 2,200 + EOS SAR 4,000 (reduced amount from EOS calculator, already reflecting Article 85) + unused leave SAR 1,800 = SAR 8,000 total credits, no notice compensation entered since none was owed. Payment due within 2 weeks (Article 88).
Credits: unpaid salary SAR 3,000 + EOS SAR 9,000 = SAR 12,000. Deductions: loan balance SAR 2,000 + salary advance SAR 500 = SAR 2,500. Net estimated settlement: SAR 9,500. Confirm the loan deduction does not exceed the 10%-of-wage cap for a single pay period if it is being spread over time rather than settled as a lump sum.
A short-tenure worker (under 1 year, no EOS eligibility yet confirmed) has unpaid salary SAR 1,500 and unused leave SAR 900 from the Leave calculator. Total credits: SAR 2,400, with EOS, overtime, notice pay and deductions all left at 0 because they don't apply.
Sources: Saudi Labour Law (Royal Decree M/51, as amended) Articles 75–77, 84–85, 88, 91, 107, 109–111, HRSD official guidance. Figures and rules are set by the issuing authority and may change — verify current details on the official portal before relying on them. Last reviewed: July 2026.
⚠️ Disclaimer: This is an unofficial employee worksheet, not a payroll system or legal determination. It only totals the figures you enter — it does not verify your contract, calculate EOS or leave amounts, or confirm that any deduction is lawful. Always verify your actual settlement with your employer, HRSD, Qiwa, or a licensed Saudi employment-law professional.