Oman End of Service Gratuity Calculator
حاسبة مكافأة نهاية الخدمة في قانون العمل العماني الجديد — مرسوم سلطاني رقم 53/2023
Calculate your statutory expatriate End of Service Gratuity (EOSG) in the Sultanate of Oman under the New Labour Law promulgated by Royal Decree No. 53/2023 Article 61. The modern legislation awards one full month's basic wage for each year of service from year one, replacing the legacy Royal Decree 35/2003 formula which capped the initial three years at 15 days.
Unlike other Gulf jurisdictions, Oman Labor Law mandates 100% full gratuity payout upon voluntary resignation once one year of continuous service is completed. Compare your final settlement against the old legislation and generate an official audit statement below.
Employment & Salary Parameters
Gratuity Settlement Assessment
Comparative Analysis: Statutory End of Service Gratuity Across GCC Labor Codes
The New Oman Labour Law offers one of the most generous severance frameworks in the Arabian Gulf by standardizing gratuity at one full month per year without resignation reductions:
| Country & Legislation | Years 1 to 3 / 5 | Subsequent Years | Voluntary Resignation Rules | Statutory Wage Divisor |
|---|---|---|---|---|
| Oman (RD 53/2023 Art. 61) | 30 Days (1 Month) / yr | 30 Days (1 Month) / yr | 100% Full Payout (No Reduction) | 30 Days |
| Saudi Arabia (Labor Law Art. 84-85) | 15 Days / yr (Y1-5) | 30 Days / yr (Y6+) | 0% (<2y), 33% (2-5y), 66% (5-10y), 100% (10y+) | 30 Days |
| Kuwait (Labor Law 6/2010 Art. 51-53) | 15 Days / yr (Y1-5) | 30 Days / yr (Y6+) | 0% (<3y), 50% (3-5y), 66% (5-10y), 100% (10y+) | 26 Days (Court Divisor) |
| Qatar (Labor Law 14/2004 Art. 54) | 21 Days (3 Weeks) / yr | 21 Days (3 Weeks) / yr | 100% Full Payout (Law 19/2020) | 30 Days |
| UAE (Decree-Law 33/2021 Art. 51) | 21 Days / yr (Y1-5) | 30 Days / yr (Y6+) | 100% Full Payout (Capped at 2 yrs pay) | 30 Days |
| Bahrain (Labor Law 36/2012 Art. 116) | 15 Days / yr (Y1-3) | 30 Days / yr (Y4+) | 100% Full Payout | 30 Days |
Frequently Asked Questions — Oman Labour Law Gratuity (أسئلة شائعة)
How is End of Service Gratuity calculated under the New Oman Labour Law (Royal Decree 53/2023)?
Under Article 61 of the New Oman Labour Law promulgated by Royal Decree No. 53/2023, an expatriate employee who completes at least one continuous year of service is entitled to post-service gratuity calculated at the rate of one full month's basic wage for each year of service. Fractions of a year are calculated on a strictly proportionate pro-rata basis. The calculation is based on the worker's last drawn basic wage.
What is the difference between the New Law (RD 53/2023) and the Old Law (RD 35/2003) for gratuity?
Under the Old Labour Law (Royal Decree 35/2003 Article 39), gratuity was calculated at 15 days of basic wage per year for the first three years of service, and one full month's basic wage per year only from the fourth year onwards. The New Labour Law (RD 53/2023 Article 61) eliminated the 15-day reduction, granting workers a full 30 days (1 full month) basic salary for all years of service starting from year one.
Does an employee lose gratuity if they resign voluntarily in Oman?
No. Unlike labor legislations in Saudi Arabia or Kuwait where voluntary resignation can reduce gratuity by one-third or two-thirds depending on tenure, Article 61 of Oman Labor Law does not impose any resignation deduction penalty. Once an expatriate worker completes at least one full year of service, they are entitled to 100% of their statutory end of service gratuity regardless of whether they resigned or were terminated.
Are Omani national employees entitled to End of Service Gratuity under Article 61?
No. Omani citizens are insured under the unified Social Protection Law (Royal Decree No. 52/2023 administered by the Social Protection Fund - SPF). Employers contribute monthly retirement and social insurance contributions on behalf of Omani citizens to the SPF, and upon retirement or separation, Omani employees receive comprehensive state pension benefits rather than private employer gratuity.
Under what circumstances can an employer forfeit gratuity in Oman?
Under Article 43 of Royal Decree 53/2023, an employer may forfeit severance and terminate an employee without notice or gratuity only under strictly defined gross misconduct grounds, including identity fraud, repeated intoxication during work hours, assault against colleagues or management, substantial intentional material damage, or unauthorized disclosure of confidential trade secrets.
