End-of-Service Calculator — Bahrain

1. Enter your monthly salary — for this country that means your monthly wage (basic + social allowance).
2. Enter your total years of service (partial years count proportionally).
3. Choose how the employment ends — resignation can reduce the entitlement in some countries.
4. Read your estimate with its legal basis, and talk to us on WhatsApp if you want it checked.

• First 3 years: 15 days' wage per year
• After 3 years: 1 month's wage per year
• Partial years are calculated proportionally
• Full gratuity on both resignation and termination

Read the Bahrain labour-law quick guide

End-of-service accrues in bands: each year of service earns a fixed slice of wage, and the slice changes once you pass the statutory boundary. These are the Bahrain Labour Law No. 36 of 2012 figures the calculator above uses.

There is no cap: a long career keeps accruing at the same per-year rate, so a 30-year employee's award is well above a 10-year one's.

This table values every year at the current rate. Bahrain treats service before its statutory cutoff differently, so ten years worked earlier can total less than the row above — the calculator uses your actual dates.

There is no minimum qualifying period — a part-year leaver is owed a pro-rata share, not nothing.

A day's wage is the monthly figure divided by 30, which is why a days-based band is worth slightly less than the same number of thirtieths.

This is the difference most people are actually searching for, and it is the input the calculator will not let you skip.

In Bahrain it makes no difference to the amount. A resignation and an employer termination pay the identical award; the reductions that exist in some GCC markets have no equivalent here. What can still remove the award is dismissal on a statutory ground, which is a separate question from how the employment ended.

Bahrain has no minimum qualifying period: Article 116 entitles a worker to the reward pro rata for a fraction of a year, so there is no cliff to fall short of. What changed in 2024 is who pays it. Service from 1 March 2024 is pre-funded month by month through the SIO scheme, so the employer's own end-of-service lump sum for that period is nil — a worker hired since then is not owed nothing, they are owed it by the SIO rather than as a payment from you. For any service before that date the wage basis is the monthly wage including the social allowance.

Social-insurance rates in Bahrain

End-of-service is one line on a final settlement, not the whole of it. Three things are owed separately and are not in the figure above:

• Accrued but untaken annual leave, paid out at the rate your leave entitlement is calculated on.
• Notice pay, or pay in lieu of notice where the notice period was not worked.
• Any contractual enhancement above the statutory floor. The law sets a minimum; a contract or a company policy can promise more, and where it does, the higher figure is what is owed.

For an employee hired 1 January 2016 who leaves 1 January 2026 — 10 years of service on a BHD 1,000.000/month salary, terminated by the employer — the end-of-service benefit is BHD 6,663.934. In Bahrain the dates matter, not just the total: service before and after the statutory cutoff is valued differently, so a different ten years gives a different answer.