GCC HR compliance, compared
End-of-service, social insurance, leave, overtime, wage protection and nationalization across Kuwait, Saudi Arabia, the UAE, Qatar, Bahrain and Oman — side by side. Every cell comes from the same statutory engine that runs AhlanHamad payroll in all six countries.
HR & payroll software compared across all six GCC countries
End-of-service gratuity, compared
| Country | First tier | Thereafter | Cap | |
|---|---|---|---|---|
| Kuwait | 15 days' wage/yr for the first 5 yrs | 30 days' wage/yr | 18 months' wage | Calculator → |
| Saudi Arabia | 15 days' wage/yr for the first 5 yrs | 30 days' wage/yr | No statutory cap | Calculator → |
| UAE | 21 days' wage/yr for the first 5 yrs | 30 days' wage/yr | 24 months' wage | Calculator → |
| Qatar | 21 days' wage/yr for the first 5 yrs | 21 days' wage/yr | No statutory cap | Calculator → |
| Bahrain | 15 days' wage/yr for the first 3 yrs | 30 days' wage/yr | No statutory cap | Calculator → |
| Oman | Single flat rate — no first tier | 30 days' wage/yr for ALL years of service | No statutory cap | Calculator → |
Formulas are the statutory accrual structure per country; resignation reductions, wage bases and date-sensitive rules (e.g. Oman's 2023 transition) apply per law — use each country's calculator for an exact case.
Leave, probation & notice, compared
| Country | Annual leave | Sick leave | Probation | Notice period |
|---|---|---|---|---|
| Kuwait | 30 working days | up to 75 days/year | up to 100 working days | 90 days |
| Saudi Arabia | 21–30 days | up to 120 days/year | up to 90 days (extendable to 180) | 60 days |
| UAE | 24–30 days | up to 90 days/year | up to 180 days | 30 days |
| Qatar | 21–28 days | up to 84 days/year | up to 180 days | 30–60 days, by length of service |
| Bahrain | 30 days | up to 55 days/year | up to 90 days (extendable to 180) | 30 days |
| Oman | 30 days | up to 182 days/year | up to 90 days | 30 days |
Overtime, wage protection & nationalization
| Country | Overtime | Wage protection | Nationalization |
|---|---|---|---|
| Kuwait | +25% weekdays · +50% rest days | WPS (PAM) | Kuwaitization — quotas set per sector, with company-size rules; no single national percentage |
| Saudi Arabia | +50% weekdays · +50% rest days | Mudad WPS | Saudization (Nitaqat) — quotas set per sector, with company-size rules; no single national percentage |
| UAE | +25% weekdays · +50% rest days | WPS (MOHRE) | Emiratization (Nafis) — quotas set per sector, with company-size rules; no single national percentage |
| Qatar | +25% weekdays · +50% rest days | WPS (Ministry of Labour) | Qatarization — quotas set per sector, with company-size rules; no single national percentage |
| Bahrain | +25% weekdays · +50% rest days | WPS (LMRA) | Bahrainization — quotas set per sector, with company-size rules; no single national percentage |
| Oman | +25% weekdays · +100% rest days | WPS (Ministry of Labour) | Omanization — quotas set per sector, with company-size rules; no single national percentage |
Statutory rules current as of August 2026. These are the statutory baselines, stated for general information — not legal advice. Entitlements can vary with tenure, sector, and contract; verify your specific case.
Frequently asked questions
Which GCC country has the highest total social-insurance rate?
UAE, Bahrain — at 26% of the covered wage (employer + employee combined), per the current statutory tables.
How does annual leave compare across the GCC?
Statutory annual leave ranges from 21 to 30 days across the six countries (Kuwait: 30 working days, Saudi Arabia: 21–30 days, UAE: 24–30 days, Qatar: 21–28 days, Bahrain: 30 days, Oman: 30 days).
Do all GCC countries cap the end-of-service gratuity?
No. A statutory cap applies in Kuwait, UAE; no overall statutory cap applies in Saudi Arabia, Qatar, Bahrain, Oman.
Is the weekend the same across the GCC?
All six GCC states observe a Friday–Saturday weekend with a Sunday–Thursday working week as the standard.
Social-insurance contributions, compared