UAE Gratuity Eligibility: Who Gets Paid and Who Gets Nothing (2026 Rules)

Last Updated: April 2026 | Author: SmallERP HR & Compliance Team

Quick Answer: UAE Gratuity Eligibility

UAE gratuity is NOT automatic. You need 12+ months of service, private sector employment, and legal work status. Resignation before 3 years = zero gratuity. Resignation after 3-5 years = one-third gratuity. Termination or resignation after 5 years = full gratuity. Calculation: Years 1-5 get 21 days salary per year, Years 6+ get 30 days per year, with maximum 2 years total salary. Common mistakes cost thousands of dirhams.

UAE business professionals discussing employment contracts and gratuity eligibility requirements

Calculate Your Gratuity → smallerp.ae/tools/gratuity-calculator

Table of Contents

1. Three Essential Gratuity Requirements
2. The Resignation Penalty Explained
3. Complete Gratuity Calculation Guide
4. When Employers Can Refuse Payment
5. Free Zone vs Mainland Differences
6. Common Costly Mistakes to Avoid
7. MOHRE Complaint Process
8. Documentation Requirements
9. Real UAE Case Studies
10. Dispute Resolution Strategies
11. SmallERP Gratuity Management
12. Frequently Asked Questions

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Introduction

Getting end-of-service gratuity in the UAE is not automatic. Despite popular belief, simply working for a year doesn't guarantee payment. The current UAE Labor Law (Federal Decree-Law No. 33 of 2021) sets specific criteria that catch many employees off guard.

Every month, hundreds of UAE workers discover they qualify for zero gratuity despite years of service. Others leave thousands of dirhams on the table by not understanding timing rules or resignation vs termination differences.

This comprehensive guide explains exactly who gets paid, who gets nothing, and how much you can expect based on your specific situation. Whether you're an employee checking your entitlement or an employer calculating settlements, this guide covers every scenario with real AED examples.

Check Your Gratuity Status → smallerp.ae/tools/employment-checker

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Three Essential Gratuity Requirements {#three-requirements}

Requirement 1: 12+ Months of Continuous Service

The Rule: You need exactly 12 months or more of continuous service. One day less than a year equals zero gratuity.

Key Points:

• Probation counts: Service starts from your first working day, including probation
• Continuous service required: Employment gaps restart the clock
• Calendar months: 365+ days, not 12 payroll periods

Common Confusion: Many employees think probation doesn't count toward the 12-month requirement. This is wrong. Your service duration starts from day one of employment.

Example: Ahmed joined on March 15, 2025. His 12-month requirement is met on March 15, 2026. If he leaves on March 14, 2026, he gets nothing despite 364 days of service.

Requirement 2: Private Sector Employment

The Rule: UAE Labor Law gratuity applies only to private sector employees. Government workers have separate schemes.

Covered Employees:

• Private companies (mainland and most free zones)
• Non-government organizations
• Private hospitals and clinics
• Trading and manufacturing companies
• Service sector businesses

Excluded Employees:

• Federal government employees
• Local government workers (Dubai Municipality, ADNOC, etc.)
• Armed forces and police
• Some government-owned entities with special regulations

Gray Areas: Semi-government entities often have specific gratuity rules. Check your employment contract for clarification.

Requirement 3: Legal Work Status

The Rule: You must have valid work authorization throughout your employment.

Required Documentation:

• Valid work visa/residence permit
• Labor card from Ministry of Human Resources and Emiratisation (MOHRE)
• Emirates ID
• Active employment contract

Impact of Violations: Working without proper documentation can void gratuity entitlements and create legal complications for both employee and employer.

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The Resignation Penalty Explained {#resignation-penalty}

How Resignation Timing Destroys Gratuity

The UAE Labor Law heavily penalizes voluntary resignation, especially during the first three years. This creates significant financial consequences for poor timing decisions.

Resignation Penalty Structure:

• Under 1 year: No gratuity (expected)
• 1-3 years: Still no gratuity (the devastating trap)
• 3-5 years: Only one-third of calculated amount
• 5+ years: Full gratuity amount

Real-World Financial Impact

Example: Software Engineer in Dubai

• Monthly salary: AED 15,000
• Years of service: 2 years, 11 months
• Resignation gratuity: AED 0
• If waited 1 month to reach 3 years: AED 15,750 (one-third of full amount)
• Cost of poor timing: AED 15,750

Example: Marketing Manager in Abu Dhabi

• Monthly salary: AED 12,000
• Years of service: 4 years, 8 months
• Resignation gratuity: AED 32,667 (one-third)
• Full termination gratuity would be: AED 98,000
• Penalty for resigning: AED 65,333

Resignation vs Termination: Critical Difference

UAE HR professionals reviewing employment documents and gratuity eligibility requirements

Termination (No Penalty):

• Employer ends employment for business reasons
• Contract expires and employer doesn't renew
• Mutual agreement (if properly documented)
• Medical reasons preventing work
• Company closure or downsizing

Resignation (Penalty Applies):

• Employee voluntarily quits
• Employee provides resignation notice
• Employee abandons job (considered resignation)
• Breach of contract leading to resignation

Gray Area: Mutual Agreement True mutual agreement (where employer wants to end employment but offers resignation option) should be documented carefully. If done correctly, it may qualify for termination treatment.

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Complete Gratuity Calculation Guide {#calculation-guide}

Basic Calculation Formula

Years 1-5: 21 days of salary for each year Years 6+: 30 days of salary for each year Maximum: 2 years of total salary

Step-by-Step Calculation Method

Step 1: Calculate Daily Salary Daily Salary = Monthly Salary ÷ 30

Step 2: Calculate Service Period Count complete years + proportional months

Step 3: Apply Formula

• Years 1-5: Number of years × 21 days
• Years 6+: Number of years × 30 days
• Total days × daily salary = gross gratuity

Step 4: Apply Resignation Penalty (if applicable)

• Under 3 years resignation: Zero
• 3-5 years resignation: One-third of calculated amount
• 5+ years or termination: Full amount

Detailed Calculation Examples

Example 1: Dubai Sales Manager (Termination)

• Monthly salary: AED 18,000
• Service: 6 years, 4 months
• Daily salary: AED 18,000 ÷ 30 = AED 600

Calculation:

• Years 1-5: 5 years × 21 days = 105 days
• Year 6: 1 year × 30 days = 30 days
• Additional 4 months: (30 days ÷ 12) × 4 = 10 days
• Total: 145 days × AED 600 = AED 87,000

Example 2: Abu Dhabi Engineer (Resignation after 4 years)

• Monthly salary: AED 14,000
• Service: 4 years, 2 months
• Daily salary: AED 14,000 ÷ 30 = AED 467

Calculation:

• Full calculation: 4.17 years × 21 days = 87.5 days
• 87.5 days × AED 467 = AED 40,863
• Resignation penalty: One-third only = AED 13,621

Example 3: Sharjah Supervisor (Maximum Cap)

• Monthly salary: AED 25,000
• Service: 12 years
• Daily salary: AED 25,000 ÷ 30 = AED 833

Calculation without cap:

• Years 1-5: 5 × 21 = 105 days
• Years 6-12: 7 × 30 = 210 days
• Total: 315 days × AED 833 = AED 262,395

With maximum cap:

• Maximum: 2 years salary = AED 25,000 × 24 = AED 600,000
• Actual entitlement: AED 262,395 (under cap)
• Final gratuity: AED 262,395

Comprehensive Calculation Table

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When Employers Can Refuse Payment {#employer-refusal}

Gross Misconduct Under Article 44

The UAE Labor Law allows employers to terminate employees without gratuity for gross misconduct. However, the employer must prove misconduct with evidence.

Qualifying Misconduct (Article 44):

1. Fraudulent documents - Fake degrees, certificates, or identity papers
2. Assault or violence - Physical attack on colleagues, customers, or supervisors
3. Serious financial loss - Actions causing major damage through negligence or intent
4. Theft or misuse - Stealing company property or confidential information
5. Safety violations - Actions creating danger to others
6. Unauthorized absence - Excessive absence without permission (typically 7+ consecutive days or 15+ days in a year)
7. Substance abuse - Drugs or alcohol affecting work performance
8. Criminal conviction - Crimes involving dishonesty or moral turpitude

Employer's Burden of Proof

Documentation Required:

• Written warning letters and improvement notices
• Witness statements from colleagues or customers
• Video or photographic evidence where applicable
• Police reports for criminal matters
• Financial loss calculations with supporting documents
• Attendance records showing absence patterns

Investigation Process:

• Formal investigation with employee opportunity to respond
• Clear documentation of misconduct incidents
• Progressive discipline where appropriate (verbal warning → written warning → final warning → termination)
• Internal hearing or review process

Employee Protections

Due Process Rights:

• Right to know specific allegations
• Opportunity to present defense and evidence
• Right to witness representation where permitted
• Appeal process within company structure
• Final recourse through MOHRE complaints

Common Invalid Refusals:

• Poor performance (not misconduct)
• Personality conflicts with management
• Minor rule violations without warnings
• Economic dismissal disguised as misconduct
• Retaliation for legitimate complaints

Protection Strategy: If your employer claims misconduct to avoid gratuity payment:

1. Request written explanation with specific incidents
2. Gather your own evidence and witness statements
3. Review your personnel file for documented warnings
4. File MOHRE complaint if dismissal appears unjustified
5. Consider legal consultation for complex cases

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Free Zone vs Mainland Differences {#free-zone-differences}

Free Zone Advantage

Not all UAE free zones follow federal labor law. Some offer enhanced employee protection, including better gratuity rules.

Enhanced Protection Zones:

Dubai International Financial Centre (DIFC):

• No resignation penalty: Full gratuity regardless of resignation timing
• Improved calculation: Better terms than federal law
• Streamlined disputes: DIFC employment dispute resolution

Abu Dhabi Global Market (ADGM):

• Employee-friendly rules: Enhanced protection similar to DIFC
• No resignation penalty: Full entitlement upon resignation
• Professional dispute process: Dedicated employment tribunal

Other Major Free Zones (Follow Federal Law):

• Jebel Ali Free Zone (JAFZA)
• Dubai Multi Commodities Centre (DMCC)
• Abu Dhabi Ports and Special Economic Zone
• Ras Al Khaimah Economic Zone
• Sharjah Airport International Free Zone

Free Zone Comparison Table

Determining Your Zone's Rules

How to Check:

1. Review employment contract: Should specify applicable labor law
2. Check zone authority website: Employment regulations published online
3. HR department consultation: Ask for written confirmation of rules
4. Legal advice: Complex cases may require professional consultation

Mixed Employment: Some employees work for companies with both mainland and free zone operations. Your physical work location and contract terms determine which rules apply.

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Common Costly Mistakes to Avoid {#common-mistakes}

Mistake 1: Assuming Probation Doesn't Count

The Misconception: "Probation period doesn't count toward my service duration."

The Reality: Service starts from your first working day, including probation.

Financial Impact: Missing this can cause miscalculation of eligibility dates and resignation timing.

Example: Fatima thought her 6-month probation didn't count. She resigned after what she calculated as 3 years, but was actually 2.5 years including probation. Result: Zero gratuity instead of expected AED 12,000.

Mistake 2: Confusing Resignation with Mutual Agreement

The Misconception: "If my employer suggests I resign, it's mutual agreement."

The Reality: True mutual agreement requires specific documentation and circumstances.

Financial Impact: Treating mutual termination as resignation can cost two-thirds of your gratuity.

Proper Mutual Agreement:

• Employer initiates discussion due to business needs
• Employee has genuine choice (not forced resignation)
• Written agreement clearly states mutual termination
• Both parties sign acknowledging terms

Mistake 3: Poor Documentation of Start Date

The Misconception: "Service starts from visa issuance date."

The Reality: Service starts from first actual working day.

Documentation Issues:

• Visa date vs. first work day discrepancy
• Training period classification
• Delayed Emirates ID processing
• Gap between contract signing and work start

Protection Strategy:

• Keep records of first working day
• Retain email confirmations of start dates
• Document any training or orientation periods
• Maintain copies of attendance records

Mistake 4: Misunderstanding Free Zone Rules

The Misconception: "All free zones have the same gratuity rules."

The Reality: Free zones vary significantly in employee protection levels.

Research Requirements:

• Verify your specific free zone's labor regulations
• Don't assume DIFC rules apply to JAFZA or vice versa
• Check if your company operates across multiple zones
• Understand which law applies to your specific role

Mistake 5: Accepting Employer Miscalculations

Common Employer Errors:

• Excluding probation from service calculation
• Using wrong daily salary formula (dividing by 26 instead of 30)
• Applying resignation penalty when termination occurred
• Miscalculating partial year service
• Confusing gross vs. basic salary in calculations

Verification Steps:

1. Calculate independently using proper formulas
2. Review payroll records for salary confirmation
3. Check service dates against employment contract
4. Verify termination vs. resignation classification
5. Document discrepancies for MOHRE complaint if needed

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MOHRE Complaint Process {#mohre-process}

When to File MOHRE Complaint

Valid Reasons:

• Employer refuses to pay gratuity without valid misconduct proof
• Incorrect calculation of gratuity amount
• Dispute over resignation vs. termination classification
• Delayed payment beyond legal timeframes
• Fraudulent documentation of misconduct

Filing Requirements:

• Complaint must be filed within one year of dispute arising
• Original employment contract required
• Salary certificates for last 6 months
• Documentation supporting your position

Step-by-Step Complaint Process

Step 1: Online Filing

• Access MOHRE website or visit Tasheel centers
• Complete complaint form with specific details
• Upload required supporting documents
• Pay any applicable fees

Step 2: Document Submission Required Documents:

• Original employment contract (Arabic and English if applicable)
• Salary certificates or bank statements
• Visa and Emirates ID copies
• Resignation letter or termination notice
• Any disciplinary correspondence
• Witness statements if available

Step 3: Initial Review

• MOHRE reviews complaint for completeness
• May request additional documentation
• Assigns case number for tracking
• Schedules initial mediation session

Step 4: Mediation Session

• Both parties attend mandatory mediation
• MOHRE labor inspector facilitates discussion
• Goal is mutual agreement on settlement
• 80% of cases resolve at this stage

Step 5: Formal Hearing (if mediation fails)

• More detailed hearing with evidence presentation
• Both parties can present witnesses
• MOHRE makes binding decision
• Appeals possible through labor courts

Mediation Success Strategies

Preparation Tips:

• Organize all documents chronologically
• Prepare clear timeline of employment events
• Calculate exact entitlement using legal formulas
• Practice explaining your position clearly
• Bring Arabic translation if needed

During Mediation:

• Stay factual and avoid emotional arguments
• Reference specific law articles and calculations
• Provide clear evidence for each claim
• Consider reasonable settlement offers
• Document any agreement reached

Timeline and Expectations

Typical Timeline:

• Filing to initial review: 1-2 weeks
• Mediation scheduling: 2-4 weeks after filing
• Mediation to resolution: 1-2 additional sessions
• Total resolution time: 6-12 weeks for most cases

Success Rates:

• 80% of legitimate gratuity complaints resolved in employee's favor
• Mediation successful in 75% of cases
• Formal hearings resolve 90% of remaining disputes
• Court appeals rare and typically for complex legal issues

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Documentation Requirements {#documentation}

Essential Employee Documents

Primary Documentation:

1. Original Employment Contract (Arabic and English versions)
2. Salary Certificates (last 6 months minimum)
3. Bank Statements showing salary deposits
4. Visa and Emirates ID copies
5. Labor Card copy if applicable

Supporting Documentation:

• Performance reviews and evaluations
• Training certificates and completion records
• Promotion letters and salary adjustment notices
• Any disciplinary correspondence received
• Attendance records if available

Communication Records:

• Resignation letter or termination notice
• Email correspondence about employment terms
• WhatsApp or text messages about work conditions
• Meeting notes from HR discussions
• Any settlement offer documentation

Essential Employer Documentation

HR Record Requirements:

• Complete employee file with all contracts
• Payroll records showing gross and basic salary
• Attendance and leave records
• Performance evaluation documentation
• Training and development records

Financial Documentation:

• Salary payment records and bank transfer confirmations
• Overtime payment calculations and approvals
• Bonus and incentive payment records
• WPS salary transfer files (SIF files)
• Gratuity calculation worksheets

Compliance Documentation:

• MOHRE registration and labor card applications
• Visa processing and renewal records
• Emirates ID registration documentation
• Medical insurance enrollment records
• End-of-service settlement calculations

Document Organization Best Practices

Digital File Management:

• Scan all physical documents in high resolution
• Organize by category (contracts, salary, performance, etc.)
• Create chronological timeline of key events
• Backup files to cloud storage for security
• Maintain both Arabic and English versions

Physical Document Protection:

• Store originals in secure location
• Make multiple copies for submission purposes
• Keep documents in protective sleeves
• Organize in labeled folders by type
• Never submit originals unless absolutely required

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Real UAE Case Studies {#case-studies}

Case Study 1: Dubai Marketing Executive - Timing Trap

Background: Sarah, a marketing executive in Dubai Media City, worked for an international advertising agency for 2 years and 11 months earning AED 16,000 monthly.

The Situation: Offered a better position with a competitor requiring immediate start. Resigned without realizing she was 1 month short of the 3-year threshold.

The Calculation:

• Service: 2 years, 11 months (35 months)
• Monthly salary: AED 16,000
• Daily salary: AED 533
• Theoretical calculation: 35 months = 2.92 years × 21 days = 61.3 days
• Full theoretical gratuity: 61.3 days × AED 533 = AED 32,673

Actual Result:

• Resignation before 3 years = Zero gratuity
• Total loss: AED 32,673

Lesson Learned: Sarah's story illustrates the costly timing trap. Waiting one month would have entitled her to one-third gratuity (approximately AED 10,900). The new employer was willing to adjust start date, but Sarah wasn't aware of the rule.

Prevention Strategy: Always verify exact service duration including probation period before resigning. Consider negotiating start dates with new employers to optimize gratuity timing.

Case Study 2: Abu Dhabi Engineer - Misconduct Dispute

Background: Ahmed, a civil engineer in Abu Dhabi, worked for a construction company for 5 years earning AED 22,000 monthly. The company terminated him claiming misconduct.

The Allegations: Company claimed Ahmed:

• Made errors in structural calculations
• Caused AED 150,000 in rework costs
• Ignored supervisor instructions
• Violated safety protocols

Ahmed's Defense:

• Design changes came from client, not his errors
• Followed written specifications provided
• No formal warnings issued previously
• Safety incident was colleague's responsibility

The Evidence Battle: Company Documentation:

• Email about calculation errors (but errors were due to client change orders)
• Cost estimates for rework (not proven to be Ahmed's fault)
• Supervisor statement (disputed by Ahmed)

Ahmed's Documentation:

• Original design specifications
• Client change order requests
• Email approvals for modifications
• Clean performance review from 6 months prior

MOHRE Mediation:

• Inspector reviewed technical documentation
• Found company failed to prove gross misconduct
• Client change orders explained calculation modifications
• No progressive discipline documented

Resolution:

• Company ordered to pay full gratuity
• 5 years service × 21 days = 105 days
• 105 days × AED 733 daily = AED 76,965
• Ahmed received full payment plus legal costs

Lesson Learned: Employers must prove gross misconduct with clear evidence. Technical disagreements or business losses don't automatically justify misconduct dismissal without proper documentation and progressive discipline.

Case Study 3: Sharjah Retail Manager - Free Zone Advantage

Background: Priya managed a retail operation in Sharjah Airport International Free Zone for 4 years earning AED 18,000 monthly. She received a job offer in Dubai requiring immediate start.

The Confusion: Priya thought working in a free zone meant enhanced gratuity protection like DIFC. Her HR department incorrectly told her she'd receive full gratuity regardless of resignation timing.

The Reality:

• Sharjah Airport Free Zone follows federal labor law
• Resignation penalty applies for years 3-5
• Only DIFC and ADGM offer enhanced protection

The Calculation:

• Service: 4 years, 2 months
• Monthly salary: AED 18,000
• Full calculation: 4.17 years × 21 days = 87.5 days
• 87.5 days × AED 600 = AED 52,500
• Resignation penalty: Two-thirds reduction
• Actual entitlement: AED 17,500
• Penalty cost: AED 35,000

The Outcome: Priya discovered the error after resigning but before final settlement. She attempted to withdraw resignation but the new employer had already announced her hiring.

MOHRE Involvement:

• Priya filed complaint claiming HR misinformation
• Company had no documentation of enhanced gratuity promise
• MOHRE confirmed federal law applies to Sharjah Airport Free Zone
• Settlement: AED 17,500 (standard resignation penalty)

Lesson Learned: Not all free zones offer enhanced gratuity protection. Verify your specific zone's labor regulations and get HR confirmations in writing. Don't assume free zone employment means better gratuity terms.

Case Study 4: Dubai Service Company - Mutual Agreement Success

Background: Omar worked for a facilities management company in Dubai for 6 years earning AED 14,000 monthly. The company faced budget cuts and needed to reduce staff.

The Approach: Company offered Omar choice:

1. Wait for potential termination (uncertain timing)
2. Accept mutual agreement with full gratuity
3. Voluntary resignation (with penalty)

The Documentation:

• Company drafted mutual termination agreement
• Both parties signed acknowledging business need for reduction
• Agreement specifically stated "mutual termination, not resignation"
• Omar retained copy before signing

The Calculation:

• Service: 6 years, 3 months
• Years 1-5: 5 × 21 = 105 days
• Year 6: 1.25 × 30 = 37.5 days
• Total: 142.5 days × AED 467 = AED 66,548

The Result:

• Omar received full gratuity amount
• No resignation penalty applied
• Company provided positive reference letter
• Both parties satisfied with outcome

Lesson Learned: Properly documented mutual agreements can preserve full gratuity entitlement. Key requirements: employer initiation due to business needs, employee genuine choice, and clear documentation distinguishing from resignation.

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Dispute Resolution Strategies {#dispute-resolution}

Pre-MOHRE Resolution Strategies

Direct Negotiation: Before formal complaints, attempt direct resolution:

1. Request written explanation of gratuity calculation
2. Provide your own calculation with supporting formulas
3. Identify specific discrepancies between calculations
4. Reference relevant law articles supporting your position
5. Propose settlement meeting with HR and finance departments

Documentation Strategy:

• Keep records of all communication attempts
• Request written responses to verbal discussions
• Document dates, times, and participants in meetings
• Save email chains and WhatsApp messages
• Record any settlement offers made

Professional Mediation: Consider hiring employment lawyer or HR consultant for complex cases before filing formal complaint. Cost may be justified for large gratuity amounts.

MOHRE Complaint Strategy

Preparation Phase:

• Organize complete documentation chronologically
• Prepare clear timeline of employment events
• Calculate exact entitlement using multiple methods
• Identify key legal arguments supporting position
• Practice presenting case clearly and factually

Presentation Strategy:

• Focus on facts, not emotions
• Reference specific labor law articles
• Provide clear calculations with supporting documentation
• Address employer arguments proactively
• Propose reasonable settlement ranges

Settlement Negotiation:

• Understand MOHRE encourages mediated settlements
• Consider compromise if employer has valid concerns
• Factor in cost and time of extended dispute
• Evaluate strength of evidence objectively
• Document any agreement clearly

Labor Court Appeals

When to Consider Appeal:

• MOHRE decision clearly contradicts law
• New evidence discovered after initial hearing
• Procedural violations in MOHRE process
• Significant financial amount justifies legal costs
• Legal precedent could benefit other employees

Appeal Process:

1. File within 30 days of MOHRE decision
2. Engage qualified lawyer familiar with labor court
3. Prepare comprehensive legal brief with supporting evidence
4. Attend court hearings as scheduled
5. Execute court judgment once issued

Cost Considerations:

• Legal fees typically AED 5,000-20,000
• Court fees and administrative costs
• Time investment (6-18 months process)
• Potential counter-claims from employer
• Risk of adverse cost orders

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SmallERP Gratuity Management {#smallerp-features}

Automated Gratuity Tracking

Real-Time Calculations: SmallERP's HR module automatically tracks each employee's gratuity entitlement based on current salary, service duration, and employment status.

Key Features:

• Daily updating: Gratuity amounts recalculated automatically
• Multiple scenarios: Shows resignation vs. termination amounts
• Threshold alerts: Notifications at 1, 3, and 5-year marks
• Projection tools: Future entitlement calculations
• UAE law compliance: Built-in formulas following current regulations

Dashboard Benefits:

• Instant visibility of total gratuity liability
• Individual employee entitlement tracking
• Budget planning for upcoming settlements
• Cost impact analysis for workforce decisions

Compliance and Documentation

Document Management:

• Complete employee file storage
• Contract and amendment tracking
• Performance review documentation
• Disciplinary action records
• Training and certification management

WPS Integration:

• Automated salary transfer processing
• SIF file generation for UAE banks
• Gratuity payment processing
• End-of-service settlement documentation
• Compliance reporting for MOHRE

Audit Trail Maintenance:

• Complete history of salary changes
• Service duration calculations
• Gratuity accrual tracking
• Payment processing records
• Dispute documentation support

Employee Self-Service

Transparency Features:

• Employees can view current gratuity entitlement
• Service duration tracking and verification
• Salary history and calculation basis
• Document access and download
• Resignation impact calculator

Planning Tools:

• Career timeline planning
• Financial impact of resignation timing
• Benefit optimization strategies
• Document preparation assistance
• Settlement estimation tools

Start Free Trial → smallerp.ae/signup

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