Clear gratuity tools and trusted UAE labour guidance.

Our mission

GratuityDue.com exists because end-of-service gratuity is one of the most important financial outcomes of working in the UAE, yet many people only try to understand it after they resign, receive a termination letter, or get a final settlement that does not look right. That is too late for a calm review. By then, the employee may have lost access to internal records, the HR team may be closing payroll, and both sides may be under pressure.

Our mission is to make UAE gratuity easier to calculate, easier to explain, and easier to verify before a dispute starts. We do that through a focused UAE gratuity calculator, detailed article guides, and a structured UAE Labour Law reference page. The goal is not to replace legal advice. The goal is to give readers a reliable first pass: what documents matter, what formula is usually applied, which salary figure should be checked, and what questions should be asked before signing a settlement.

Who we help

We write for employees who want to understand what they may be owed when a job ends. That includes people resigning for a new opportunity, employees facing redundancy, workers reviewing a termination settlement, and long-serving staff who want to understand how the two-year basic salary cap works. For these readers, the immediate need is practical: identify the correct basic salary, count the service period, account for unpaid leave, and compare the result with an employer worksheet.

We also write for HR teams and payroll professionals. A clear gratuity explanation helps employers avoid confusion and reduce complaints. When HR can show basic salary, start date, end date, unpaid leave, gratuity days, and cap treatment in one readable breakdown, employees are less likely to feel the number was invented. Good settlement communication protects both sides.

Business owners and managers use the site differently. They often need a quick understanding of how UAE gratuity affects hiring, resignation planning, and end-of-service budgeting. Our content is designed to be direct enough for a busy founder and detailed enough for someone checking a real settlement line by line.

How we work

Our guidance starts with the common questions people face in real employment situations: how to calculate gratuity in the UAE, whether gratuity is based on basic or gross salary, what happens on resignation, what happens on termination, how Dubai and Abu Dhabi employees should review their settlement, and what to do when an employer does not pay. Each guide is built around a practical workplace problem rather than a broad legal lecture.

We structure pages so readers can move from explanation to action. A user might start with the blog, open the calculator, then return to a salary guide when the estimate does not match payroll. Another reader might begin with the labour law page, review the end-of-service chapter, then use a city-specific guide for Dubai or Abu Dhabi. Internal links are placed to support that path, not to trap readers in unrelated content.

We avoid pretending every case is identical. DIFC, ADGM, government employment, domestic work, misconduct allegations, and special contractual arrangements may require separate review. Where a standard private-sector calculator may not apply, we say so. Overconfidence is not useful when a reader is making a financial decision.

Calculator standards

The calculator is designed to make the main arithmetic transparent. It asks for monthly basic salary, start date, end date, reason for leaving, and unpaid leave days. The reason field helps readers organize the exit context, but the estimate focuses on the inputs that usually drive the standard calculation: basic wage, service period, unpaid leave, gratuity days, and the two-year cap.

We intentionally show supporting values such as daily basic wage and service duration. A headline gratuity number is not enough. If an employer calculation differs, the user needs to know where the difference begins. Is the salary base different? Were dates counted differently? Was unpaid leave deducted? Was the cap applied? Supporting values make those questions easier to ask.

No online tool can decide every legal fact. A calculator cannot validate a misconduct dismissal, interpret a complex settlement agreement, or confirm whether a special free-zone regime applies. It can, however, give a clean estimate from the information entered. That is valuable when paired with contracts, payslips, leave records, and written HR responses.

Editorial policy

Our editorial standard is simple: be specific, be useful, and avoid filler. We prefer practical explanations over jargon. We explain the documents, dates, salary fields, and settlement lines that affect real end-of-service decisions, because those are the details employees and HR teams need when money is being calculated.

We do not write as if the UAE is interchangeable with any other country. UAE employment practice has its own vocabulary, documents, salary structures, free-zone issues, and final-settlement habits. Our guidance is written around that local context. We also avoid overstating certainty. When a reader may need official guidance or professional advice, the page should make that clear.

Our core editorial principles are accuracy over speed, sources over assumptions, plain language over legal theatre, and practical next steps over vague reassurance. A good guide should leave the reader knowing what to check, what to calculate, what to ask HR, and where to go next.

What we are not

GratuityDue.com is independent. We are not MOHRE, we are not affiliated with the UAE Government, and we are not connected to any free-zone authority. We are not a law firm, and the information on this website is not legal advice. Readers should use the site as an educational and planning resource, not as a substitute for official guidance or professional legal support.

This distinction matters. A calculator can estimate. An article can explain. A labour law guide can organize key concepts. But a real dispute may involve missing documents, conflicting contract versions, disputed deductions, allegations of misconduct, or a special employment framework. Those situations may require direct advice from the relevant authority or a qualified professional.

We also do not promise that every employer will agree with a user’s estimate. Our aim is to help users ask better questions and understand the calculation basis. A well-prepared employee or HR team can move a conversation from emotion to evidence: salary, dates, unpaid leave, gratuity days, cap, settlement lines, and payment timing.

Where to go next

If you need a number, start with the UAE gratuity calculator. If you need the legal structure, read the UAE Labour Law guide. If your question is about salary components, read Basic Salary vs Gross Salary for UAE Gratuity. If your employer has not paid, read What to Do If Your Employer Does Not Pay Gratuity.

For broader learning, the resource library includes dedicated guides on resignation, termination, probation, Dubai gratuity calculation, Abu Dhabi gratuity calculation, and calculator methodology. Each page is written to answer one specific problem and link clearly to the next step.