End of Service Entitlement

Employees who have completed a period of one or more years of continuous service shall be entitled to an End of Service entitlement on the termination of their employment. End of service/gratuity entitlement is calculated based on the UAE labor law as follows:

• The national worker is entitled to an end-of-service gratuity upon the end of his service, in accordance with the legislation regulating pensions and social security in force in the state.
• The foreign full-time worker, who has completed one or more years of continuous service, is entitled to an end-of-service gratuity upon the end of his service, calculated according to the basic wage, as follows:
  • The wage of twenty-one (21) days for each year of the first five years of
  • The wage of thirty (30) days for each year in excess of

• Days of absence from work without pay/leave without pay shall not be included in the calculation of the duration of service.

Employees shall be entitled to End of Service entitlement in respect of fractions of a year in proportion to the time actually worked, if they have completed a minimum of one year of continuous service.

End of Service entitlement will be calculated based on the basic wage last drawn by the Employee. Manzil Home Health Services may deduct any amounts owed by an Employee from the End of Service entitlement.

Employees will forfeit all entitlements to the End of service benefits in the following cases:

• If dismissed for any of the following reasons specified in Article 120 of the UAE Labor Law:
• If the Employee adopts a false identity or nationality or submits forged certificates or documents.
• If the Employee is engaged on probation and is dismissed during the probation or on its expiry.
• If the Employee makes a mistake resulting in a substantial material loss for the employer, on condition that the latter notifies the Labor Department of the incident within 48 hours of his becoming aware of its occurrence.
• If the Employee disobeys instructions respecting industrial safety or the safety of the Facility, on condition that such instructions are in writing and have been posted up at a conspicuous place.
• If the Employee does not perform his/her basic duties under the contract of employment and persists in violating them despite the fact that he/she has been the subject of a written investigation for this reason and that he/she has been warned that he/she will be dismissed if such behavior continues.
• If the Employee reveals any secret of the establishment in which he/she is employed.
• If the Employee is finally sentenced by a competent court for an offence involving honor, honesty, or public morals.
• If the Employee is found in a state of drunkenness or under the influence of drugs during working hours.
• If, while working, the Staff Member assaults the department head or any of the Employees of the Facility.
• If the Employee is absent from his/her work without a valid reason for more than 20 non-consecutive days, or more than 7 consecutive days.
• If an employee leaves his/her work without notice, other than in cases specified in Article 121 of the UAE Labor Law.