HOW TO COMPUTE SALARY BENEFITS or END OF SERVICE JOB AWARD IF YOU ARE WORKING AT DOHA QATAR?

Qatar is in the Middle East and member of the Gulf Cooperative Council or GCC. Among some of the benefits for working in Qatar are the private health insurance, wherein health insurance or medical insurance is well provided by the sponsors or the company. Other's may include meal allowance and transportation allowance and housing allowance. At the end of your contract, depending on how many years, Qatar labor law require that you be given a compensation, or an end of service benefits that includes all the allowances or a portion of some of it. HOW TO COMPUTE SALARY BENEFITS or END OF SERVICE JOB AWARD IF YOU ARE WORKING AT DOHA QATAR?

End of Service  or gratuity is the sum of money to be paid to an outgoing employee in a certain  duration stated in the work contract as dictated by the Qatar Labor laws and Regulations. Also known as the "indemnity",at the end of contract period,the contract worker shall be awarded with it apart from the salary and is being calculated based on the workers' basic salary. This gratuity calculation as per the Qatar Labor Law is for information purposes and may change according to the current laws of Qatar.

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When shall you get it?
An EOS should be paid upon the termination of the employment. Recalculation of the EOS and a final termination payment should be made to ensure that the employees are compensated accordingly.

Article 54,Qatar Labor Laws and Regulations

In addition to any sums to which the worker is entitled to upon the expiry of his service, the employer shall pay the end of service gratuity to the worker who has completed employment of one year or more. This gratuity shall be agreed upon by the two parties, provided that it is not less than a three-week wage for every year of employment. The worker shall be entitled to gratuity for the fractions of the year in proportion to the duration of employment.

The worker’s service shall be considered continuous if it is terminated in cases other than those stipulated in article 61 of this Law and is returned to service within two months of its termination.

The last basic wage shall be the base for the calculation of the gratuity.

The employer is entitled to deduct from the service gratuity the amount due to him by the worker.

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On the other hand,Article 61 of Qatar Labor Law states that the employer may resist to grant the EOS or the gratuity award or even dismiss the employee without giving the gratuity award considering the circumstances stated below:

1.If the worker assumes a false identity or nationality o r submits false certificates or documents.

2.If the worker commits an act which causes gross financial loss to the employer provided that the employer shall notify the Department of the incident within twenty four hours from the time of his being aware thereof.

3.If the worker violates more than once the written instructions of the employer concerning the safety of the workers and the establishment despite his being notified in writing of the violation provided that these instructions shall be written and posted up in a conspicuous place.

4.If the worker fails more than once to carry out his essential duties under the service contract or this law despite his having been notified in writing thereof.

5.If the worker discloses the secrets of the establishment where he is employed.

6.If the worker is found during the working hours in a state of drunkenness or under the influence of a drug.

7.If the worker commits an assault on the person of the employer, the manager or one of his supervisors in the work during the work or by reason thereof.

8.If the worker repeats his assault on his colleagues in work despite his being warned in writing thereof.

9.If the worker absents himself from work without legitimate cause for more than seven consecutive days or fifteen days in one year.

10.If the worker has been finally sentenced for a crime involving immorality or dishonesty.

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Dominador Say, undersecretary of the Department of Labor and Employment (DOLE), said that talks are underway with Chinese embassy officials on this possibility. China’s five major cities, including Beijing, Shanghai and Xiamen will soon be the destination for Filipino domestic workers who are seeking higher income.
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HOW TO COMPUTE END OF SERVICE BENEFITS OR END OF SERVICE GRATUITY FOR WORKERS IN UAE

HOW TO COMPUTE END OF SERVICE BENEFITS AWARD or END OF SERVICE GRATUITY FOR WORKERS IN DUBAI OR United Arab Emirates of UAE as per the UAE Ministry of Labour

A. Remuneration for the purposes of this benefit is the remuneration payable on termination of employment excluding all allowances and benefits in kind but including commission if this is an integral element of remuneration.

WORKING AT THE COMPANY FOR (1) ONE YEAR TO 3 YEARS

The employee will receive 1/3 or 33% of his one month latest salary every year of service EXCLUDING ALLOWANCES.

WORKING AT THE COMPANY FOR (3) THREE YEARS TO 5 YEARS

The employee will receive 2/3 or 66% of his one month latest salary every year of service EXCLUDING ALLOWANCES.

WORKING AT THE COMPANY FOR (5) FIVE YEARS TO 9 YEARS

The employee will receive 21 days pay of his latest salary every year of service to the company EXCLUDING ALLOWANCES.

WORKING AT THE COMPANY FOR (10) TEN YEARS or MORE 

The employee will receive 30 days pay of his latest salary every year of service to the company EXCLUDING ALLOWANCES.

WORKING AT THE COMPANY FOR (26) YEARS 

The employee will receive 2 months pay of his latest salary every year of service to the company EXCLUDING ALLOWANCES.

No ESG will be given on the following grounds, according to the law firm Clyde & Co:

• Termination during probation or on its expiry.

• If the worker has adopted a false identity or nationality or submitted forged certificates or documents.

• If a worker makes a mistake causing substantial material loss to the employer provided the employer notifies the relevant labour department within 48 hours of the accident.

• If the worker disobeys instructions regarding industrial safety or the safety of the workplace provided the instructions have been issued in writing and are posted conspicuously in the workplace in a language accessible to the employee or explained to him orally.

• If the worker does not perform his basic duties under the contract and persists in violating these despite being investigated and receiving a written warning notifying him of termination in the event of repeat offences.

• If the worker reveals his employer’s trade or business secrets or confidential information.

• If the worker is finally sentenced by a competent court for an offence involving honour, honesty or public morals.

• If the worker is drunk or under the influence of an illegal drug during work.

• If while working the worker assaults the employer or his manager or a colleague.

• If the worker is absent from work without a valid reason for more than 20 non-consecutive days or more than 7 consecutive days.

CLICK HERE FOR SAUDI ARABIA COMPUTATION OF END OF SERVICE BENEFITS

The following text comes from the UAE Ministry of Labour’s UAE Labour Law.

Gratuity pay

Article 132

As amended by Federal Law no. 12 dated 29/10/1986:

The worker having spent one year or more in continuous service shall be entitled to an end of service gratuity upon the termination of his service. The days of absence from work without pay shall not be included in the calculation of the period of service, and the gratuity shall be calculated as follows:

1 - The wage of twenty one days for each of the first five years of service.

2 - The wage of thirty days for every additional year.

Always provided that the total gratuity does not exceed the wage of two years.

Article 133

The worker shall be entitled to a gratuity for the served fraction of a year, provided that he completes one year of continuous service.

Article 134

As amended by Federal Law no. 12 dated 29/10/1986:

Without prejudice to the provisions of certain laws on the pensions and retirement benefits granted to workers in certain establishments, end of service gratuity shall be calculated on the basis of the last wage due to monthly, weekly and daily-paid workers, and on the basis of the average daily wage set forth in Article 57 hereof for the workers getting paid by piece. The wage used as a basis for calculating the end of service gratuity shall not include payments made to the worker in reimbursements, housing, transport and travel allowance, overtime pay, representation allowance, cashier’s allowances, children education allowance, allowances for recreational and social services, and any other bonuses or allowances.

Article 135

The employer may deduct from the end of service gratuity any amounts due to him by the worker.

Article 136

For the purposes of the Article 132, cases of employment preceding the coming into force of the present Law shall not be deemed cases for which the worker is entitled to an end of service gratuity with the exception of cases involving nationals, and such without prejudice to any rights acquired by the worker by virtue of revoked labour laws, the employment contract or any agreement, regulations or by-laws of the establishment.

In the event of the worker's death, his end of service gratuity shall be paid to the beneficiaries thereof.

Article 137

Should the worker bound by an employment contract with an undetermined term leave his work by his own choice after a continuous service of one year at least and three years at most, he shall be entitled to one-third of the end of service gratuity set forth in the foregoing Article.

Should his continuous service be of three years at least and five years at most, he shall be entitled to two thirds of the said gratuity, and to the full gratuity should it exceed five years.

Article 138

Should the worker bound by an employment contract with determined term leave his work by his own choice prior to the expiry of the contract, he shall not be entitled to an end of service gratuity unless the duration of the service period exceeds five years.

Article 139

The worker shall be deprived of his end of service gratuity in the following two cases:

a - Should he be dismissed from service for any of the reasons set forth in Article 120 hereof or should he leave his employment in view of avoiding the dismissal there from in accordance with the said Article.

b - Should he leave his employment of his own accord , and without notice in cases other than the ones set forth in Article 121 hereof , and such with regards to contracts with undetermined term , or prior to the completion of five years of continuous service with regards to contracts with determined term.

Article 140

Should the establishment have a saving fund for the workers, and the rules of the fund stipulate that the sums deposited into the fund on behalf of the worker is in return for the legal obligation with regards to the end of service gratuity, the saved amount or the duly due gratuity shall be paid to the worker, whichever is greater.

Should the rules of the fund not stipulate that the amounts paid by the employer are in return for his legal obligation with regards to the end of service gratuity, the worker shall receive the amounts due to him from the saving fund in addition to the statutory end of service gratuity.

Article 141

Should the establishment have a retirement system, an insurance or any similar scheme, the worker entitled to a pension may choose between such pension, the prescribed gratuity or the money entitled thereto from the retirement system or under the insurance scheme, whichever is better.

Source UAE Ministry of Labour

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SAUDI LABOR LAW: ABOUT END OF SERVICE AWARD OR END OF SERVICE BENEFITS

HOW TO COMPUTE END OF SERVICE GRATUITY FOR WORKERS IN UAE OR END OF SERVICE BENEFITS IN UAE CLICK HERE

1. Amount and Conditions of the Award

Upon the end of the work relation, the employer shall pay the employee an end-of-service award of a half-month wage for each of the first five years and a one-month wage for each of the following years. 

The end-of-service award shall be calculated on the basis of the last wage and the employee shall be entitled to an end-of-service award for the portions of the year in proportion to the time spent on the job.

a) If the work relation ends due to the employee's resignation and his service was less than two years, the employee shall not be entitled to the end of service award.

b) If the work relation ends due to the employee's resignation and his service was two years and up to 5 years, the employee shall be entitled to one-third of the end of service award.

c) If the work relation ends due to the employee's resignation and his service was more than five years but less than 10 years, the employee shall be entitled to two-thirds of the end of service award.

d) If the work relation ends due to the employee's resignation and his service was 10 years or more, the employee shall be entitled to the full end of service award.

e) If the work relation ends of a female employee within (6) months of her marriage the employee will be entitled to an end of service award equal to the wage of half a month for each year of the first five years and the wage of a month for each year thereafter.

f) If the work relation ends due to force majeure, the employee shall be entitled to an end of service award equal to the wage of half a month for each year of the first five years and the wage of a month for each year thereafter.

g) The employer and employee may agree that the wage used as a basis for calculating the end of service award does not include all or some of the commissions, sales percentages, and similar wage components paid to the employee which are by their nature subject to increase or decrease.

The end of service benefits of employee's rights on the employer in the case of termination of the employment contract, and it is obligatory on the employer to pay the employee at the end of the contract of employment, whether it is a fixed-term contract or indefinite. That's the easy way to estimate end of service benefits expense, the maturity date of the reward, and how to calculate it according to the rules of the Labor Law.

The end of service benefits of worker’s rights on the employer in the case of termination of the employment contract, and it is obligatory on the employer to pay the worker at the end of the contract of employment, whether it is a fixed-term contract or indefinite. That’s the easy way to estimate end of service benefits expense, the maturity date of the reward, and how to calculate it according to the rules of the Saudi Labor Law

CLICK HERE TO CALCULATE

source: Saudi Arabia Labor Education

HOW TO COMPUTE END OF SERVICE GRATUITY FOR WORKERS IN UAE OR END OF SERVICE BENEFITS IN UAE CLICK HERE




FOR KASAMBAHAY OR HOUSEHOLD SERVICE WORKERS LEGAL RIGHTS AND END OF SERVICE BENEFITS, CLICK HERE

This article is filed under: Saudi Arabia

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