التصنيف: الأحدث

لطالما حافظت البحرين على نظام عمالي منظم وشفاف يحمي أصحاب العمل والموظفين على حد سواء. مع وجود قواعد واضحة للرواتب والمساهمات وتسويات نهاية الخدمة، تحتاج الشركات إلى اتباع إرشادات سليمة عند إدارة كشوف المرتبات. 

مثل دول مجلس التعاون الخليجي الأخرى، تتطلب البحرين من أصحاب العمل حساب مكافأة نهاية الخدمة بشكل صحيح، حيث تلعب دورًا هامًا في إنهاء خدمة الموظفين، والأمن المالي، والامتثال القانوني.

غالباً ما يواجه أصحاب العمل ارتباكاً حول الصيغة التي يجب استخدامها، وكيفية معاملة الموظفين المغتربين والبحرينيين بشكل مختلف، وكيفية تطبيق مكونات الراتب الصحيحة. 

في Yomly، نقدم في Yomly منصة متكاملة لإدارة الموارد البشرية والرواتب في البحرين الذي يساعد الشركات على أتمتة جميع جوانب عملية إعداد كشوف المرتبات. تستخدم الشركات في البحرين نظام Yomly لحساب "نهاية الخدمة" بدقة، وتخزين بيانات الموظفين، وتتبع مدة الخدمة، وإعداد تقارير التسوية النهائية دون الحاجة إلى أي عمل يدوي. 

لقد أنشأ فريقنا هذا الدليل لشرح كيفية عمل مكافآت نهاية الخدمة (EOS)، ومن هم المؤهلون، وكيفية حسابها بطريقة مبسطة وعملية.

إخلاء مسؤولية: يرجى العلم أن هذه المدونة مخصصة للإرشاد العام ولأغراض تعليمية فقط. بينما نبذل قصارى جهدنا لمشاركة معلومات دقيقة وحديثة، لا ينبغي الاعتماد على هذه المقالة كنصيحة مهنية أو قانونية. 

قد تختلف حسابات المكافآت وفقًا لعقدك وسياساتك ولوائح العمل في البحرين. ننصحك باستشارة أحد المتخصصين المعتمدين لدى HR أو مستشار قانوني بشأن القرارات المتعلقة بعملك. لا تتحمل Yomly أي مسؤولية عن أي إجراءات يتم اتخاذها بناءً على هذا المحتوى.

ما هي مكافأة نهاية الخدمة في البحرين؟

مكافأة نهاية الخدمة في البحرين هي منفعة مالية إلزامية تُدفع للموظفين عند انتهاء خدمتهم، شريطة استيفائهم لمتطلبات الخدمة الدنيا. 

بموجب قانون العمل البحريني، تم تصميم مكافأة نهاية الخدمة لمكافأة الموظفين على خدمتهم وتقديم الدعم المالي لهم عند نهاية عقد عملهم. وهي جزء أساسي من عملية إنهاء الخدمة ويجب حسابها بدقة باستخدام آخر راتب تسلمه الموظف.

تطبق مكافأة نهاية الخدمة (EOS) عندما يكمل الموظف سنة خدمة متواصلة كاملة واحدة على الأقل لدى صاحب العمل. تسري في حالات انتهاء العقد، الاستقالة، أو إنهاء الخدمة، باستثناء حالات معينة يسمح فيها القانون بإنهاء الخدمة بدون مستحقات.

من المؤهل؟

• يحصل الموظفون المغتربون غير الخاضعين لنظام معاشات المؤسسة العامة للتأمينات الاجتماعية (GOSI) على مكافأة نهاية الخدمة بناءً على صيغة قانون العمل القياسية.
• قد يخضع المواطنون البحرينيون لقواعد مختلفة لأنهم يساهمون في نظام التقاعد GOSI. في كثير من الحالات ، تأتي مستحقات نهاية الخدمة الخاصة بهم من خلال GOSI بدلاً من صيغة المكافأة القياسية.
• الموظفون بعقود محددة المدة وغير محددة الأجل مؤهلون طالما أكملوا الحد الأدنى من متطلبات الخدمة.

إن فهم من المؤهل لـ EOS هو الخطوة الأولى قبل تطبيق طريقة الحساب الصحيحة.

من المؤهل للحصول على EOS في البحرين؟

فيما يلي بعض شروط الأهلية الرئيسية التي يجب على أصحاب العمل فهمها قبل حساب مكافأة نهاية الخدمة في البحرين.

أ. أهلية الموظفين المغتربين

الموظفون المغتربون غير المسجلين في نظام التقاعد بهيئة التأمينات الاجتماعية (GOSI) مؤهلون للحصول على مكافأة نهاية الخدمة بموجب قانون العمل البحريني القياسي. تُحسب مكافأة نهاية خدمتهم بناءً على آخر راتب تلقوه، بما في ذلك البدلات الثابتة. 

طالما استوفى المغتربون فترة الخدمة المطلوبة، فإنهم يحصلون على نهاية الخدمة سواء استقالوا أو أكملوا عقدهم أو تم إنهاء خدمتهم.

ب. الأهلية للمواطنين البحرينيين

يتم تسجيل المواطنين البحرينيين في نظام التقاعد المؤسسة العامة للتأمينات الاجتماعية، والذي يحل محل مكافأة نهاية الخدمة القياسية في معظم الحالات. بدلاً من تلقي مكافأة نهاية الخدمة من صاحب العمل، تأتي استحقاقاتهم النهائية من خلال التأمين الاجتماعي. 

تطبق قوانين العمل الخاصة برصيد نهاية الخدمة (EOS) على البحرينيين فقط في أي فترة لا تغطيها المؤسسة العامة للتأمينات الاجتماعية (GOSI)، مثل الخدمة قبل التسجيل في GOSI أو أنواع عقود معينة.

ج. إكمال العقد، الاستقالة، الإنهاء

يتم دفع مكافأة نهاية الخدمة عند اكتمال عقد عمل الموظف أو استقالته أو إنهاء خدمته، شريطة استيفائه لمتطلبات الخدمة. قد لا تنطبق مكافأة نهاية الخدمة إذا تم فصل الموظف لأسباب تسمح بها قوانين العمل، مثل سوء السلوك بموجب المادة 107. في جميع حالات إنهاء الخدمة العادية الأخرى، يجب حساب مكافأة نهاية الخدمة بناءً على آخر أجر للموظف.

د. الحد الأدنى لفترة الخدمة

يجب على الموظف إكمال سنة كاملة واحدة على الأقل من الخدمة المتصلة لدى صاحب العمل للتأهل لمكافأة نهاية الخدمة. أي خدمة أقل من سنة واحدة لا تؤهل. بمجرد إكمال السنة الأولى، يجب حساب مكافأة نهاية الخدمة لجميع السنوات الكاملة وأي جزء من سنة الخدمة.

مكونات الراتب المستخدمة لحساب نهاية الخدمة

لفهم كيفية حساب مكافأة نهاية الخدمة (EOS) بشكل صحيح في البحرين، دعنا نلقي نظرة على مكونات الراتب المحددة التي يجب استخدامها في الحساب النهائي. هذه المكونات تحدد مبلغ المكافأة الدقيق المستحق للموظف.

1. آخر راتب مستلم (مكون أساسي)

ينص قانون العمل البحريني على أن مكافأة نهاية الخدمة يجب أن تُحسب بناءً على آخر أجر للموظف، ويشمل هذا الأجر:

• الراتب الأساسي
• بدلات شهرية ثابتة

يعكس “آخر أجر” هذا إجمالي الأرباح الشهرية المضمونة التي يتلقاها الموظف كجزء من عقد العمل.

رؤية مهمة: فقط ثابت تُشمل البدلات. وهي مدفوعات مضمونة كل شهر ومذكورة في العقد.

2. البدلات الثابتة التي يجب تضمينها

يجب إدراج البدلات التالية في أساس نظام إدارة نهاية الخدمة إذا كانت ثابتة وتُدفع شهريًا:

• بدل السكن
• بدل انتقال
• بدل غلاء المعيشة
• بدل وظيفة أو منصب
• أي بدل ثابت تعاقدي آخر

قاعدة: إذا كان البديل مذكورًا في العقد ويتم دفعه باستمرار كل شهر، فإنه يشكل جزءًا من أجر نهاية الخدمة.

3. البدلات المتغيرة المستثناة

لا يتضمن نظام النقاط البيئية (EOS) مدفوعات متغيرة أو قائمة على الأداء.

وتشمل هذه:

• مدفوعات العمل الإضافي
• مكافآت
• عمولات
• حوافز المبيعات
• سداد نفقات السفر
• مدفوعات لمرة واحدة

قد تكون هذه المبالغ جزءًا من إجمالي الأرباح الشهرية ولكنها لا تُحتسب ضمن حسابات EOS.

4. يجب أن تنعكس تحديثات الراتب في نهاية الخدمة

إذا حصل الموظف على زيادة في الراتب قبل الاستقالة أو إنهاء الخدمة مباشرة، فيجب استخدام الراتب المحدث. يمكن أن تؤدي التأخيرات في تحديث سجلات الرواتب إلى حسابات غير صحيحة لنهاية الخدمة (EOS) وتؤدي إلى نزاعات.

صيغة صندوق الاستثمار العقاري للموظفين المغتربين (نظام المكافأة القياسي)

دعنا نلقي نظرة على صيغة نهاية الخدمة (EOS) المحددة للموظفين المغتربين في البحرين. يخضع الموظفون المغتربون الذين لم يتم تسجيلهم في نظام المعاشات التقاعدية للهيئة العامة للتأمين الاجتماعي (GOSI) لنظام المكافأة القياسي المحدد في قانون العمل البحريني. 

يتم حساب مكافأة نهاية الخدمة الخاصة بهم باستخدام آخر راتب استلموه، والذي يشمل الراتب الأساسي وجميع البدلات الشهرية الثابتة.

1. السنوات الثلاث الأولى من الخدمة

للثلاث سنوات الأولى، يستحق الموظفون المغتربون نصف راتب شهري عن كل سنة كاملة.

الصيغة: نصف راتب شهري عن كل سنة = آخر راتب ÷ 2

إذا أكمل الموظف سنتين كاملتين، يكون الحساب: نصف راتب الشهر × عدد السنوات المكتملة

2. بعد السنوات الثلاث الأولى

ابتداءً من السنة الرابعة، يحصل الموظفون المغتربون على أجر شهر كامل عن كل سنة خدمة مكتملة.

الصيغة: أجر شهر واحد × عدد السنوات الإضافية بعد السنة الثالثة

هذا يزيد كمية EOS بشكل كبير للموظفين على المدى الطويل.

3. سنوات الخدمة الجزئية

إذا كان الموظف قد عمل أشهرًا إضافية تتجاوز السنوات الكاملة، يجب على صاحب العمل حساب نهاية الخدمة بشكل نسبي لتلك الأشهر.

الصيغة: (حصة نهاية الخدمة السنوية ÷ 12) × عدد الأشهر الإضافية

يضمن هذا حصول الموظفين على تعويض عادل عن أي خدمة جزئية في السنة.

نظرة عامة على المثال (لا أرقام بعد)

• أول 3 سنوات → نصف شهر من الراتب لكل سنة
• من السنة الرابعة فصاعدًا → راتب شهر واحد لكل سنة
• إضافة مبلغ متناسب للأشهر الجزئية

تنطبق هذه الصيغة فقط على الموظفين الأجانب الذين لا يحصلون على استحقاقات تقاعدية بموجب نظام التقاعد الحكومي (GOSI). ويقوم نظام Yomly تلقائيًا بتطبيق الحساب الصحيح بناءً على وضع الموظف الأجنبي ومدة الخدمة وأحدث سجلات الرواتب، مما يجعل إجراءات إنهاء الخدمة دقيقة وسهلة بالنسبة لأصحاب العمل في البحرين.

قواعد حساب خاتمة الخدمة (EOS) للموظفين في البحرين بموجب GOSI

يتم تسجيل المواطنين البحرينيين في نظام التقاعد بالمؤسسة العامة للتأمينات الاجتماعية (GOSI)، مما يعني أن تعويضات نهاية الخدمة الخاصة بهم يتم التعامل معها بشكل مختلف عن الوافدين. في معظم الحالات، لا يتلقى الموظفون البحرينيون مكافأة نهاية الخدمة من صاحب العمل، لأن مزايا تقاعدهم وتأميناتهم الاجتماعية تدفع من خلال المؤسسة العامة للتأمينات الاجتماعية.

ولكن، قد ينطبق نظام الإنهاء الجماعي للعلاقات العمالية في حالات محدودة مثل:

• فترات الخدمة قبل تسجيل الموظف في المؤسسة العامة للتأمينات الاجتماعية
• أنواع عقود محددة غير مغطاة بنظام التأمينات الاجتماعية (GOSI)
• الحالات التي يكون فيها الدور خارج نظام التقاعد جزئيًا

يجب على أرباب العمل دائمًا مراجعة حالة تسجيل الموظف في نظام التأمين الصحي الحكومي (GOSI) والتأكد من تطبيق القواعد الصحيحة. يقوم نظام Yomly تلقائيًا بتحديد ما إذا كان الموظف بحرينيًا أم وافدًا، ويطبق هيكل استحقاقات نظام التأمين الصحي الحكومي (GOSI) أو نظام التأمين الصحي الموظفين (EOS) الصحيح وفقًا لذلك.

أمثلة حسابية خطوة بخطوة لـ EOS

لقد أعد فريقنا بعض الأمثلة البسيطة لمساعدتك على فهم كيفية حساب مكافأة نهاية الخدمة لموظفي المغتربين في البحرين بدقة. إليك أمثلة واضحة وعملية باستخدام صيغ قانون العمل الرسمي وأرقام الرواتب الفعلية.

مثال 1: موظف مغترب بخدمة سنتين و 8 أشهر

تفاصيل الموظف:

• آخر أجر تم استلامه (أساسي + بدلات ثابتة): ٦٠٠ دينار بحريني
• مدة الخدمة: سنتان و 8 أشهر

الخطوة 1: احسب أجر نصف شهر

أجر نصف شهر = 600 ÷ 2 = 300 دينار بحريني

الخطوة 2: قدم خلال السنوات الثلاث الأولى

بما أن الموظف عمل أقل من ثلاث سنوات، استخدم صيغة نصف الشهر.

سنوات كاملة: سنتان × 300 = 600 دينار بحريني

فترة جزئية: 8 أشهر من الخدمة → محسوبة بنسبة وتناسب

300 ÷ 12 × 8 = 200 دينار بحريني

الخاتمة النهائية

600 + 200 = 800 دينار بحريني

مثال 2: موظف مغترب لديه 6 سنوات خدمة

تفاصيل الموظف:

• آخر أجر مستلم: ٧٥٠ دينار بحريني
• مدة الخدمة: 6 سنوات كاملة

الخطوة 1: احسب أجر نصف شهر وأجر شهر واحد

راتب نصف شهر = 750 ÷ 2 = 375 دينار بحريني

أجر شهر كامل = 750 دينار بحريني

الخطوة 2: أول ثلاث سنوات بأجر نصف شهري

3 سنوات × 375 = 1,125 دينار بحريني

الخطوة 3: ثلاث سنوات قادمة بأجر شهر كامل

3 سنوات × 750 = 2,250 دينار بحريني

الخاتمة النهائية ١٫١٢٥ + ٢٫٢٥٠ = ٣٫٣٧٥ دينار بحريني

حالات خاصة تؤثر على حساب EOS

هناك بعض الحالات التي لا تنطبق فيها صيغة مكافأة نهاية الخدمة القياسية بشكل مباشر. ستجد بعض الحالات التي قد يتغير فيها المبلغ النهائي اعتمادًا على شروط العقد، أو تحديثات الراتب، أو الظروف القانونية. إليك الحالات الأكثر شيوعًا التي يجب على أصحاب العمل الانتباه إليها:

• تغييرات الراتب قبيل خروج الموظف
• فترات الإجازة غير مدفوعة الأجر
• إنهاء الخدمة لأسباب تسمح بها قوانين العمل
• الخدمة قبل التسجيل في GOSI للمواطنين البحرينيين
• حالات العمل بدوام جزئي
• عقود لأجل محدد تنتهي مبكرًا
• سوء السلوك أو الفصل بموجب المادة 107
• فجوات الخدمة أو إعادة الانضمام بعد انقطاع

يضمن نظام Yomly تطبيق جميع المتطلبات والقواعد المخصصة بشكل صحيح. يتم حساب جميع تحديثات الرواتب ومدة الخدمة وتفاصيل العقود تلقائيًا، مما يضمن دقة حسابات الرواتب وتسويات نهاية العام دائمًا وامتثالها التام للمعايير.

احسب مكافأة نهاية الخدمة في البحرين بثقة

هناك عشرات المكونات والقواعد والإجراءات التي تحتاج إلى إدارتها عند حساب مكافأة نهاية الخدمة في البحرين. 

بصفتك صاحب عمل، يجب عليك اتباع الصيغ الصحيحة، واستخدام مكونات الرواتب المناسبة، وتطبيق القواعد الصحيحة للموظفين المغتربين والبحرينيين، ومواكبة جميع لوائح العمل. قد يؤدي إغفال أي من هذه الخطوات إلى نزاعات حول كشوف المرتبات، أو مشاكل في الامتثال، أو غرامات.

وهذا أحد الأسباب الرئيسية التي تدفع المؤسسات في جميع أنحاء البحرين إلى اختيار Yomly. فمنصتنا HR ومنصة إدارة الرواتب، اللتان تعتمدان بالكامل على السحابة، تجعلان عملية إدارة الرواتب سهلة ومتوافقة مع اللوائح التنظيمية ومؤتمتة بالكامل. 

يمكنك الحصول على حسابات دقيقة لمستحقات نهاية الخدمة (EOS)، ومعالجة بيانات GOSI، وملفات جاهزة لنظام WPS، ومزامنة بيانات الحضور، وسجلات مركزية للموظفين، كل ذلك في نظام واحد. تتم معالجة أكثر من مليون كشف راتب سنويًا عبر منصة Yomly لمستخدمين في أكثر من 50 دولة، مما يثبت أن المنصة مصممة للعمل على نطاق واسع.

إذا كنت ترغب في تبسيط نظام EOS وعملية كشوف المرتبات بأكملها،, احجز نسختك التجريبية المجانية اليوم وابدأ مع Yomly.

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This roundup covers the top 9 payroll management tools used by businesses across Vietnam for 2026. Each tool offers different features, so you can compare them and find the one that fits your company’s needs.

1. يوملي

Yomly is the best برنامج إدارة الرواتب for Vietnam, designed especially for enterprises with 250+ employees. It automates salary calculations, tax withholding, social insurance, and end-of-service benefits for local rules. The system supports VND payroll, multi-currency payments, bulk uploads, and multiple pay cycles. HR teams can preview and approve pay runs, generate bank transfer and payroll files, and produce WPS-compliant exports where needed.

Yomly stores payroll records securely in the cloud and helps Vietnam companies run accurate, compliant payroll every cycle with confidence.

الميزات الرئيسية

• VND payroll support with local tax and social security rules.
• Auto calculate gross to net pay, tax withholding, and social contributions.
• Bulk upload for allowances, deductions, bonuses, and retro pay via CSV or XLS.
• Multiple pay cycles in one system: monthly, weekly, fortnightly, and ad hoc runs.
• Bank transfer file generation is ready for local payroll banks.
• Payslip generation and secure delivery by email and mobile app.
• Payroll approval workflow with role-based permissions and audit logs.
• Detailed payroll reports: pay run summary, variance, salary history, and GL export.
• End-of-service and gratuity calculations for accurate final settlements.
• API is ready to sync payroll data with accounting and ERP systems.

التسعير

Yomly uses modular pricing based on employee count and payroll modules. Request a demo to get a custom quote.

Why we proudly promote Yomly ❤️

Yomly makes payroll easy for Vietnam businesses by automating every step, from calculations to pay slip delivery. It handles complex salary rules with high accuracy and gives teams full control over approvals and reports.

2. Portcities

Portcities Vietnamese Payroll & Attendance Software is built to help companies in Vietnam run payroll faster and stay compliant with local labor laws. It handles multi-shift workers, overtime rules, and contract-based pay without manual checks. HR teams can calculate payroll in minutes by entering employee details and letting the system apply the correct rules set by the Vietnam Labor Code.

الميزات الرئيسية

• Statutory payroll compliance for Vietnam, including PIT, overtime, leave rules, and social insurance
• Automatic payroll calculation based on contract type and attendance data
• Quick generation of payslips and reports for tax and social insurance departments
• Real-time integration with Odoo Accounting for smooth financial tracking
• Support for company-specific payroll rules, allowances, and wage structures

التسعير: Available on request.

Why we selected Portcities

It reduces manual validation and supports complex shift-based payroll, which helps Vietnamese companies save many hours each month.

3. Smart HR Software

Smart HR Software offers a simple payroll system that helps companies manage salary calculations without stress. It keeps all employee data in one place, lets teams process monthly payroll in minutes, and reduces errors caused by manual work. The tool supports payslip downloads through the employee portal and keeps payroll history easy to access whenever needed.

الميزات الرئيسية

• Centralised payroll data for accurate and fast monthly salary calculations
• Employee self-service access to payslips from any device
• Easy expense entry with details like date, amount, and payment mode
• Secure storage of payroll history for quick reference
• Web-based access for payroll processing from any location

التسعير: One-time lifetime license. No monthly fee.

Why we selected Smart HR Software

It offers a simple and affordable payroll setup that works well for companies with basic salary needs. The one-time license removes ongoing costs, and the self-hosted system gives businesses full control over their payroll data.

4. HRMSJoy

HRMSJoy is a payroll module that helps Vietnam teams run accurate salary runs. It automates salary structure setup, tax and deduction calculations, and payslip generation. The system keeps employee salary records in one place and links attendance, overtime, and bonuses to payroll.

HRMSJoy supports secure digital payslips and payment tracking. Reports export to common formats for accounting and audits. It aims to cut manual work and speed up payroll processing for organisations of any size in Vietnam.

الميزات الرئيسية

• Pre-defined and custom salary structure heads for VND payroll
• Automated payroll calculations for earnings, deductions, taxes, and net pay
• Secure payslip generation and employee download via self service portal
• Centralised employee salary records and lifecycle updates
• Payroll reports and analytics with export to Excel, CSV, and PDF
• Real-time tracking of payroll payments and transaction status
• Error handling for failed or pending payments and simple resolution steps
• Mobile-friendly access for payslip view and basic self-service tasks
• Integration options with the attendance and time sheet modules

التسعير: Details available upon request.

Why we selected HRMSJoy

It simplifies salary structure setup and links pay runs to attendance and bonuses. The payment tracking feature gives clear visibility on processed and pending salary transactions.

5. Deel

ديل offers a global payroll system that helps companies manage employee salaries and compliance in Vietnam without setting up a local entity. It automates payroll processing, tax calculations, social security contributions, and required local documents. Deel also supports companies that already have an entity by running their entire payroll cycle end-to-end. It consolidates all payments, deductions, and benefits into a single online dashboard, enabling teams to manage payroll in Vietnam with less manual work.

الميزات الرئيسية

• Automated Vietnam payroll with accurate tax and social insurance calculations
• Support for hiring with or without a local entity
• Localised benefits such as social security and healthcare options
• End-to-end payroll management for direct employees
• Employee self-service access for documents and salary information
• Clear visibility of Vietnam payroll costs, rules, and salary components
• Online onboarding, document collection, and compliance workflows

التسعير: Starts at $599 per month.

Why we selected Deel

It simplifies payroll and compliance for companies hiring in Vietnam, especially when they need support without setting up a local entity. It brings payroll, taxes, and benefits into one platform for easy management.

6. Mercans

Mercans provides a global payroll SaaS platform that enables companies to run payroll in Vietnam and 160 other countries from a single system. It automates salary, tax, and social security calculations and integrates with leading HR, ERP, and time tracking tools. Its payroll engine processes data in real time and reduces manual entry by pulling information directly from attendance, expenses, and HR modules. 

Mercans gives teams full visibility and control over each pay run with audit logs, custom exports, and a single dashboard.

الميزات الرئيسية

• Automated Vietnam payroll calculations, including salary, taxes, and deductions
• Direct integration with systems like SAP, Oracle, Workday, and other HR or time tracking tools
• One dashboard for real-time payroll control, edits, and approvals
• Secure payslip access for employees and multi-user workflows
• General ledger reports, variance reports, bank files, and statutory records
• Built-in security certifications, including GDPR, SOC, and ISO standards
• Error-free automation with reduced manual entry and connected attendance data

التسعير: Custom pricing available on request.

Why we selected Mercans

It supports complex multi-country payroll needs while giving clear control over each Vietnam pay run. Its strong integrations help teams automate more steps and reduce manual work.

7. Better HR

Better HR offers an online payroll system made for companies in Vietnam. It automates monthly salary calculations, taxes, social insurance, health insurance, and other statutory payments based on local rules. The platform lets teams prepare payroll in minutes, view salary data by employee or department, and generate accurate payslips. Better HR also supports bank transfer files, statutory forms, and a mobile app for employees to check their salary, tax, and insurance details.

الميزات الرئيسية

• Automated payroll under the Vietnam labour laws, including PIT and social insurance
• Fast monthly payroll processing and editable salary details
• Payslip generation with clear breakdowns of pay, overtime, and deductions
• Mobile app for employees to view contributions and salary information
• Statutory reports, such as Form 13 HSB, for compliance
• Bank transfer exports for clean and accurate salary payouts
• Support for unpaid leave, overtime, and multiple pay groups

التسعير: Free trial available. Full pricing on request.

Why we selected Better HR

It offers a simple way to manage Vietnam payroll in minutes and automates all statutory rules. The mobile app provides clarity for employees by showing their tax and contribution information.

8. Akrivia HCM

أكريفية HCM offers a native Vietnam payroll engine built to comply with local laws and statutory rules. It automates calculations for Social Insurance, Health Insurance, Unemployment Insurance, and progressive Personal Income Tax. The system connects payroll with attendance, leave, benefits, and employee data to ensure all salary elements flow into one unified platform.

It supports real-time validation, fast payroll runs, multi-level approvals, statutory reporting, and flexible pay cycles for full-time and contract staff.

الميزات الرئيسية

• Native Vietnam payroll engine with automatic SI, HI, UI, and PIT calculations
• Real-time compliance updates and statutory reporting
• Integration with attendance, leave, benefits, and HR data
• Configurable salary structures and a unified dashboard for payroll runs
• Multi-level approval workflows for data accuracy
• Automated pre-payroll validations and post-payroll reconciliations
• Payslips, contribution summaries, and employee self-service access
• Scalable setup for large teams and diverse pay cycles

التسعير: Custom pricing available on request.

Why we selected Akrivia HCM

It provides a fully native Vietnam payroll system with instant compliance updates and strong links to attendance and HR modules. The unified dashboard supports accurate, fast payroll runs for companies with complex structures.

9. MiHCM

MiHCM provides a payroll system designed to meet Vietnam’s statutory rules, including Social Insurance, Health Insurance, Unemployment Insurance, and Personal Income Tax. It automates salary calculations for different industries, locations, and wage structures.

The platform supports complex components, including allowances, overtime, minimum wages, dependent deductions, bonuses, and foreign staff salaries. MiHCM also centralizes payroll for companies with multiple branches and offers tools to validate attendance, arrears, and other income before running payroll.

الميزات الرئيسية

• Automated Vietnam payroll covering SMUI, PIT, allowances, bonuses, and leave pay
• Weekly, monthly, and piecework pay options with flexible salary scheduling
• Advanced salary formula tool for custom rules and salary components
• Centralized payroll management across multiple branches or companies
• Pre-payroll checks for timekeeping, arrears, and deductions
• Notifications for paydays, tax changes, and filing deadlines
• Custom interface options and integrations through the extension manager
• Exportable salary, attendance, and overtime reports with flexible filters
• Support for bank transfers and electronic submission of statutory reports

التسعير: Pricing available on request.

Why we selected MiHCM 

It supports complex payroll needs across different regions and industries in Vietnam. The system also makes multi-branch payroll easier with centralised control and flexible reporting.

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الكلمات الأخيرة

Choosing the right payroll software makes a major difference for Vietnam businesses. Each tool in this list offers useful features, but the best fit depends on your company’s size, salary structure, and compliance needs. 

To help you make a quick decision, here is a simple comparison table with the key points from every tool.

برنامج كشوف المرتبات	Best For	Key Capability
يوملي	Large and multi-country teams	Full-cycle Vietnam payroll automation with strong reporting
Portcities	Companies with complex shifts	Payroll linked to attendance and Odoo modules
Smart HR Software	Small teams needing simple payroll	Self-hosted payroll with lifetime license
HRMSJoy	Companies needing a structured salary setup	Salary heads, payment tracking, and detailed analytics
ديل	Companies hiring without a local entity	Global payroll and compliance support
Mercans	Organisations using ERP systems	Real-time payroll engine with deep integrations
Better HR	Local companies needing fast payroll runs	Mobile app, statutory reports, and auto calculations
أكريفية HCM	Enterprises with compliance-heavy needs	Native Vietnam payroll with instant regulatory updates
MiHCM	Multi-branch organisations	Flexible formulas and centralised payroll management

Now that you understand how each tool works, review your company’s payroll needs, workforce size, and compliance requirements. Shortlist two or three platforms, explore their demos, and compare how well they handle taxes, social insurance, overtime, and bank transfers.

A structured comparison will help you choose the payroll system that saves time, reduces errors, and supports your business growth in Vietnam.

Choosing the right payroll software is important for Singapore businesses that want accurate CPF calculations, compliant IRAS filings, and fast salary processing. The tools on this list help companies reduce manual work, minimise errors, and manage multiple pay cycles with ease.

Each option supports core features such as digital payslips, automated tax forms, leave syncing, and secure employee access, but their strengths vary in terms of complexity, pricing, and flexibility.
في هذه القائمة الشاملة، ستجد أفضل أنظمة الرواتب في سنغافورة التي تجعل إدارة الرواتب أبسط وأسرع وأكثر موثوقية للفرق المتنامية.

Best Payroll software for Singapore

1. يوملي

Yomly is the best cloud payroll software built for Singapore businesses with 250+ employees that need fast, accurate, and fully compliant salary processing. It automates MOM and IRAS payroll rules, CPF contributions, itemised payslips, multi-entity structures, and approval workflows in one secure platform.

 We help large companies run accurate and compliant payroll across multiple countries, currencies, and pay structures. It is built for enterprise teams that manage complex payouts, various entities, and strict approval workflows. With 250+ enterprise clients and 60,000+ daily users, Yomly is trusted by global brands like Isuzu Motors, Kärcher, Nord Anglia Education, ExecuJet, and Lufthansa Technik to run payroll at scale with zero errors.

Key features for managing payroll:

• Automated CPF, IRAS, and MOM compliance with correct CPF rates, statutory deductions, and local payroll formats
• Multi-entity and multi-currency payroll for Singapore companies operating across regions and subsidiaries
• Smart salary calculations for bonuses, claims, prorated pay, shift-linked payouts, and end-of-service calculations
• Attendance-linked payroll sync that pulls overtime, unpaid leave, and shift data directly into payroll
• WPS and bank file creation for cross-region teams, with ready-to-upload formats for financial institutions
• Instant payslip generation through email and mobile, with full access to records
• Finance-ready reports, including GL codes, variance breakdowns, salary history, and exportable formats (CSV, Excel, PDF)
• Bulk upload support for additions, deductions, commissions, and incentives to speed up monthly processing
• Secure payroll approvals with custom workflows, role-based access, and full audit trails
• API-first integration with ERP, HR, and accounting systems to align payroll with finance operations

التسعير: Custom pricing based on workforce size, number of regions, and modules.

What we love promoting Yomly ❤️

Yomly makes Singapore payroll stress-free with accurate CPF automation, fast calculations, and clean approval flows. The platform runs on a secure cloud with 99.9% uptime, supports complex enterprise structures, and gives HR teams real-time visibility into every pay cycle. Large enterprises also praise Yomly for its flexibility and strong customer support, backed by a global team of 80+  engineers and HR experts.

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2. QuickHR 

QuickHR is payroll software built for Singapore businesses that need accurate, compliant salary runs without manual work. It connects payroll with leave, attendance, claims, and shift scheduling, so every payout uses real data. The platform automatically handles CPF, IRAS, and MOM rules, making it easier for HR teams to stay compliant.

Companies can run payroll for different employee types, manage multiple pay cycles, create itemised payslips, and submit statutory files in just a few clicks. QuickHR also offers strong security controls and a mobile app so that teams can manage payroll tasks from anywhere.

Key features for managing payroll:

• Payroll calculations pull live numbers from leave, attendance, claims, and schedules.
• CPF, SDL, IRAS AIS files, and MOM rules are applied without any manual entry.
• Multilingual payslips can be produced for diverse teams.
• Businesses can choose monthly, daily, hourly, or mixed payroll cycles
• The system adapts easily to part-timers, contract workers, freelancers, and shift teams.
• Year-to-date insights and tax-ready summaries help HR review each pay period.
• Accounting platforms such as Xero and QuickBooks connect directly with the system.
• Payroll processing and payslip distribution can be done from the mobile app.
• Data is protected with Singpass authentication and multi-tier cloud security.

التسعير: Custom pricing. Comes with a free 14-day trial.

What we like about QuickHR:

It removes heavy manual work by automating CPF, IRAS, and MOM steps. The tool is flexible for different employee types and pay cycles, and its strong integrations make payroll smooth and predictable for Singapore companies.

3. Info-Tech

Info-Tech is a Singapore payroll software that helps businesses manage salaries, deductions, taxes, and statutory submissions from one platform. It automates CPF, IRAS, and MOM reporting, and keeps payroll fully synced with attendance, leave, claims, and accounting data. The system supports detailed reporting, reminders, and mobile access, which makes payroll easier to manage for teams of all sizes.

Key features for managing payroll:

• Every statutory item, CPF, CDAC, SINDA, MBMF, SDL, and levies, is computed based on built-in logic.
• CPF, IRAS (IR8A, IR8S, IR21), and OED submissions can be filed from a single location.
• Attendance, leave, and claims feed directly into the payroll engine to prevent errors.
• Users can access more than 50 detailed reports with multiple export options.
• Important dates, such as pass expiry or tax deadlines, trigger automated reminders.
• The mobile app gives employees instant access to payslips and tax forms.
• Integration with accounting tools ensures payroll aligns with financial records.
• Employees can update their details through ESS rather than relying on HR.
• Payroll data is stored securely with SSO and certified cloud hosting.

التسعير: Custom pricing. Eligible SMEs may get up to 50% PSG support.

What we like about Info-Tech:

It gives companies strong automation and compliance tools for CPF, IRAS, and MOM needs. The reports are detailed, the reminders reduce mistakes, and the platform syncs smoothly with other HR modules to keep payroll accurate every cycle.

4. JustLogin

JustLogin is payroll software that helps Singapore companies manage salaries, deductions, taxes, and payouts smoothly and compliantly. It automates CPF and IRAS submissions, updates statutory changes in real time, and connects payroll with leave, attendance, expenses, and employee data. The system also supports flexible pay schedules, custom pay items, and real-time payouts via InstantPay, enabling HR teams to run payroll faster and more conveniently.

Key features for managing payroll:

• CPF files are created automatically and made ready for e-submission.
• IR8A, IR21 and Appendix forms are generated with pre-filled employee data.
• InstantPay lets companies transfer salaries in real time, eliminating the need to upload bank files.
• Any number of pay elements—allowances, deductions, reimbursements—can be added.
• Teams may run payroll monthly, fortnightly, or ad hoc, depending on their structure.
• Over 20 payroll reports provide clear visibility into each pay cycle.
• Itemised payslips follow MOM’s guidelines and are available via mobile and web.
• Attendance systems send overtime hours directly to the payroll module.
• Bulk pay updates can be done manually or through spreadsheet imports.
• Multiple bank accounts and split-payment rules are supported.

التسعير: Custom pricing. Free trial available.

What we like about JustLogin:

It provides companies with a flexible payroll setup, real-time payout options, strong compliance tools, and seamless integrations. The platform reduces manual work, ensures accurate calculations, and makes payroll easier to manage for teams with mixed schedules and varied pay elements.

5. Access EasyPay (Access Group)

Access EasyPay is a payroll system designed to help Singapore companies manage salaries, deductions, and statutory requirements with less manual work. The platform automates tax and contribution calculations, updates policies across Asian markets, and keeps payroll in sync with leave, attendance, and employee data. It supports cloud access, secure approvals, detailed reporting, and employee self-service, making payroll easier to run for teams of different sizes.

Key features for managing payroll:

• Salary, deduction, and contribution rules are automatically applied to all employee types.
• Statutory updates for Singapore and other Asian markets are frequently pushed into the system.
• Government deductibles and leave entitlements are factored into each calculation.
• Sensitive payroll data is managed inside a secure, cloud-protected environment.
• Time attendance entries sync with payroll to prevent incorrect hour calculations.
• Payslips clearly reflect every earning, deduction, and contribution.
• Employees can retrieve payslips and update details through self-service access.
• HR teams get access to analytics and reports for planning and budgeting.
• Payroll can be processed remotely because the system runs fully online.
• Workforce, expense, and HRIS modules connect effortlessly with payroll.

التسعير: Custom pricing based on company size and modules.

What we like about Access EasyPay: 

It provides companies with a secure, reliable payroll setup and automated compliance updates. The system connects payroll with attendance, leave, and employee data, helping HR teams reduce errors and save time while ensuring all payouts are accurate and consistent.

6. SimplePay

SimplePay is a cloud payroll system built to make payroll and compliance easy for Singapore companies. It automates CPF, IRAS, and MOM forms, so HR teams spend less time on manual work. The platform keeps calculations accurate, updates statutory rules on time, and provides a clean interface for managing salaries, leave, and employee records. SimplePay focuses on simplicity while still supporting detailed features such as allowances, deductions, approvals, and secure access controls.

Key features for managing payroll:

• CPF, tax forms, and MOM rules are handled automatically without manual checks.
• Updates to CPF rates and statutory policies are applied as soon as they change.
• Salary, overtime, allowances, and deductions are shown with clear individual breakdowns.
• Leave deductions sync directly with payroll for accurate salary calculations.
• User logins are secured with OTP and strong cloud protection.
• Payslips list every pay item in a clean, easy-to-read format.
• Pricing scales by employee count, making it cost-friendly for small teams.
• Pay history and tax records are stored for quick reference during audits.
• Built-in support material helps teams onboard faster.
• Accounting systems like Xero and QuickBooks can receive payroll data instantly.

التسعير: From S$12 per month for the first 3 employees, then S$4 per employee (4–25 staff) and S$3 per employee (26+ staff).

What we like about SimplePay:

It removes payroll complexity with a clean interface and automatic compliance updates. The tool keeps calculations accurate, reduces manual admin work, and gives companies an affordable, flexible way to manage payroll with a simple pay-as-you-go model.

7. Talenox

Talenox is a cloud payroll software that helps Singapore businesses automate salary calculations, CPF contributions, and IRAS tax forms. It updates statutory rules in real time and keeps payroll connected with employee profiles and leave data. The platform supports different pay schedules, custom pay items, batch pay runs, and automatic tax rules for CPF, SDL, FWL, and community fund contributions.

Key features for managing payroll:

• CPF, SDL, FWL, and community fund contributions are calculated using preset rules.
• Compliance updates are pushed live, so no manual adjustments are required.
• Monthly, hourly, and contract-based staff can all be managed in the same system.
• Teams can process payroll in batches or run it for individual staff when needed.
• Payslips include all allowances and deductions with clear breakdowns.
• Link leave balances and employee profiles directly to salary calculations.
• Reports can be filtered by department, date range, job role, and other criteria.
• Integrations with banks, HR tools, and accounting software keep data aligned.
• Staff can access payslips and personal information from any device.
• The dashboard remains simple, allowing payroll to be completed quickly.

التسعير: Free 30-day trial available. Paid plans are based on employee count and modules.

What we like about Talenox:

It removes manual work by automating all statutory rules and tax items. The interface is clean, the calculations are accurate, and the system stays up to date with every regulatory change. It is simple to use yet powerful enough for varied pay structures.

8. Employment Hero

Employment Hero is a cloud payroll platform that helps Singaporean businesses automate salaries, CPF contributions, IRAS submissions, and payroll approvals. It connects payroll with time attendance, leave management, employee profiles, and scheduling, so all pay calculations stay accurate. The system supports AI-powered automation, custom pay rules, real-time reports, and employee self-service through a mobile app that handles payslips, overtime, and personal details.

Key features for managing payroll:

• AI-powered calculations handle CPF, SDL, tax forms, and configurable pay rules.
• Monthly CPF summaries and lodgement files are created automatically.
• IR8A and related forms remain in the system for fast AIS submissions.
• Time, overtime, shifts, and leave all feed directly into payroll.
• Rate changes and date-based salary adjustments can be set in advance.
• Employees use the mobile app to submit overtime requests, update their details, or view payslips.
• Real-time attendance data, including GPS location, supports payroll accuracy.
• Rostering tools help HR manage shifts across departments.
• Xero, NetSuite, Zoho Books, and more connect smoothly with payroll.
• Payroll can be processed remotely through the cloud-based dashboard

التسعير: Custom pricing. Free trial and demo available.

What we like about Employment Hero:

It consolidates payroll, attendance, leave, and employee data into a single system, eliminating extra administrative work. The custom pay rules, automated CPF and IRAS handling, and strong mobile experience make payroll easier to manage for growing Singapore teams.

9. SMEPayroll

SMEPayroll is a cloud payroll system for Singapore businesses. It automates salary calculations, CPF contributions, IRAS filings, and payslip delivery. The platform links payroll with attendance, leave, claims, and scheduling, so calculations use live data. SMEPayroll supports multiple pay cycles, overtime rules, leave encashment, and secure self-service for employees via app or portal.

Key features for managing payroll:

• CPF, IR8A, IR21, SDL, and other statutory items are computed without manual work.
• Bank GIRO files and submission-ready CPF/IRAS documents are produced automatically.
• Attendance, leave, shifts, and claims feed into salary calculations to prevent mistakes.
• Various pay cycles, monthly, weekly, ad-hoc, or prorated, can be executed with ease.
• Employees receive digital payslips through mobile or web access.
• The system reminds users to verify data before finalising each pay run.
• Two-factor authentication and role-based permissions protect payroll information.
• Xero, QuickBooks, biometric devices, and rostering tools integrate smoothly.
• Bulk updates help HR change pay elements for many employees at once.

التسعير: Custom plans. Contact sales for a quote.

What we like about SMEPayroll:

It turns manual payroll into a simple flow by automating statutory work and syncing all HR data, so payroll runs fast and accurate every cycle.

10. Swingvy

Swingvy is a cloud payroll software that helps Singapore SMEs automate salary calculations, CPF contributions, IRAS filings, and payslip delivery. It connects payroll with leave, time tracking, claims, and employee data, so all calculations stay accurate. The platform supports bulk updates, multiple pay runs, automated tax forms, and bank file creation for easy payment processing. Swingvy also provides a clean view of every payroll item and lets employees access their payslips through email or the mobile app.

Key features for managing payroll:

• Salary items like OT, allowances, and prorated pay are processed automatically.
• CPF contributions from all payroll runs within a month are combined correctly.
• IR8A and tax files are generated and prepared for IRAS submission.
• Companies can run monthly, mid-month, or one-time payroll cycles.
• Each employee’s pay breakdown can be expanded during processing.
• HR can update multiple payroll items together through bulk-edit tools.
• Bank files, GIRO files, and payroll summaries are created automatically.
• Employees receive digital payslips through email or mobile notifications.
• Approved leave, claims, and OT data flow directly into payroll.
• Xero, StaffAny, and other tools connect with payroll for smoother workflows.

التسعير: Custom pricing. Free demo and trial available.

What we like about Swingvy: 

It speeds up payroll by automating key steps, including CPF, tax forms, and bank files. The tool gives clear visibility into calculations, supports flexible pay cycles, and keeps payroll accurate by syncing leave, time, and claim data into every run.

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الكلمات الأخيرة

Running payroll in Singapore requires strict compliance, multiple contribution rules, and varied pay structures. The right software removes guesswork, speeds up payouts, and gives your HR team more time to focus on important work. Each tool in this guide offers a strong set of features, but the best fit depends on your company size, workflows, and level of complexity.

Review your current payroll processes, shortlist 2–3 tools that match your needs, and start a trial or demo to compare accuracy, ease of use, and automation depth.

If you want a powerful payroll system built for enterprises with 250+ employees, consider scheduling a free demo of Yomly. It offers fast, compliant, multi-entity payroll automation designed for large teams that need accuracy at scale.

Employee offboarding is an important part of HR operations, and one of the key steps in this process is calculating End of Service gratuity. 

EOS gratuity is a mandatory benefit that every eligible employee in Qatar should receive when their employment ends. As an employer, you must understand how the calculation works to stay compliant and avoid disputes.

In Qatar, the laws for gratuity calculation are clear and follow specific rules under the Labour Law. Our HR and Payroll software in Qatar is being used by businesses across the region to automate EOS calculations with accurate formulas and updated salary records. In this guide, we will cover how EOS works, who is eligible and how to calculate it step by step so you can manage final settlements with confidence.

إخلاء مسؤولية: The information shared in this article is only for general guidance and educational purposes. While we aim to provide accurate and updated details, Yomly will not be liable for any decisions made based on this content. We strongly suggest consulting your HR team, legal advisor or the official Qatar Labour Law for specific guidance related to your organisation.

What Is End of Service Gratuity in Qatar?

End of Service gratuity is a mandatory financial benefit paid to employees when they complete their employment in Qatar. It is designed to recognise their service and provide financial support at the end of their contract. 

Its purpose can be understood through these key points:

• Reward long term service
• Support employees financially after job separation
• Protect workers under Qatar Labour Law
• Ensure fair final settlement for every eligible employee

Eligibility for End of Service Gratuity

Before you calculate EOS for any employee, take a look at the eligibility rules set by Qatar Labour Law. These rules decide who qualifies for gratuity and how the entitlement is applied.

Minimum One Year of Continuous Service

An employee becomes eligible for EOS only after completing at least one full year of continuous service. Any service less than one year does not qualify. Once the first year is completed, gratuity must be calculated for every full year and any additional partial year.

Eligibility for Resignations and Terminations

Employees are entitled to EOS whether they resign or are terminated, as long as they have completed the minimum service requirement. The reason for leaving the job does not cancel the entitlement unless the employee is dismissed under very specific conditions defined by law, which are rare and clearly outlined in the Labour Law.

Applicable for Fixed Term and Unlimited Contracts

Both fixed term and unlimited contracts qualify for EOS as long as the employee meets the one year service requirement. The end of the contract, whether through completion, resignation or termination, triggers the requirement to calculate and pay gratuity.

Applies to Private Sector Employees Under Qatar Labour Law

EOS gratuity applies to all private sector employees covered under Qatar Labour Law. Employees in government or semi-government entities may follow separate rules under their respective regulations.

مكونات الراتب المستخدمة لحساب نهاية الخدمة

When calculating End of Service gratuity in Qatar, it is important to understand which salary components are included and which are not. Qatar Labour Law uses a very simple and clear rule for determining the base amount used in the gratuity formula.

Only the Basic Salary Is Used

EOS gratuity is calculated only on the employee’s basic salary. This is the fixed amount written in the employment contract and does not include additional benefits or allowances. The basic salary must be accurate and updated in the payroll system, especially if the employee has received any increments.

Allowances Are Not Included

Fixed allowances such as housing, transport, food or any other contractual benefits are not included in EOS calculation. These allowances may be part of the employee’s monthly wage but do not count toward gratuity.

Use the Latest Basic Salary Before Termination

The gratuity must be calculated using the most recent basic salary paid to the employee. If a salary change happened shortly before resignation or termination, that updated amount must be used in the EOS formula.

Partial Month Adjustments

If an employee has worked beyond full years of service, the partial year must also be calculated based on the basic salary. This ensures fair compensation for every completed month.

Yomly’s automated payroll software keeps salary records updated and applies the correct EOS formula every time, so you do not need to worry about missed updates or manual mistakes. This ensures accurate and compliant EOS settlements for every employee.

Gratuity Formula Under Qatar Labour Law

To calculate End of Service gratuity correctly, you must follow the formula defined in Qatar Labour Law. The calculation is straightforward, but you must apply it carefully using the employee’s basic salary and total years of service. Below is the exact method used across all private sector companies in Qatar.

Standard EOS Calculation

The standard gratuity calculation is based on three weeks of basic salary for every completed year of service.

(Last Basic Salary / 21) * Number of years of service

This applies once the employee has completed at least one continuous year with the company.

Partial Years of Service

If an employee has worked for additional months after completing full years, the employer must calculate a proportionate amount for the partial year.

For example, if an employee worked 4 years and 6 months, the 6 months must be added as half of the yearly entitlement.

Maximum Cap

Qatar Labour Law does not specify a maximum cap on the number of years that can be used for EOS calculation.

The only limits that may apply are those outlined in internal company policies or specific contract agreements, but these cannot be lower than the legal minimum.

With Yomly, you do not need to calculate EOS manually. The platform automatically uses the correct formulas, tracks service duration and applies the latest basic salary. It lets you generate accurate EOS reports instantly, ensuring error free and compliant final settlements for every employee.

Step-by-Step EOS Calculation Example

To understand how End of Service gratuity is calculated in Qatar, let us look at two clear and simple examples. These examples use the exact formula defined in Qatar Labour Law so you can apply the method without confusion.

Example 1: Employee Worked 3 Years with a Basic Salary of QAR 5,000

Step 1: Calculate the daily wage

Daily wage = 5,000 ÷ 30 = QAR 166.67

Step 2: Calculate the value of three weeks (21 days)

Three weeks salary = 166.67 × 21 = QAR 3,500.07

Step 3: Multiply by the total years of service

EOS = 3,500.07 × 3 = QAR 10,500.21

Final EOS gratuity = QAR 10,500.21

Example 2: Employee Worked 4 Years and 6 Months with a Basic Salary of QAR 6,500

Step 1: Calculate the daily wage

Daily wage = 6,500 ÷ 30 = QAR 216.67

Step 2: Calculate the value of three weeks (21 days)

Three weeks salary = 216.67 × 21 = QAR 4,550.07

Step 3: Apply full years of service

Full years = 4, EOS for 4 years = 4,550.07 × 4 = QAR 18,200.28

Step 4: Add the partial year (6 months = 0.5 year)

EOS for partial year = 4,550.07 × 0.5 = QAR 2,275.04

Final EOS gratuity = 18,200.28 + 2,275.04 = QAR 20,475.32

Important Note

In the examples above, we used the standard Labour Law formula for clarity. However, many HR teams and payroll systems in Qatar, including online EOS calculators, use the exact number of calendar days between the start and end date to calculate service duration. This method gives a more precise result because it counts every working month and day.

You can use either approach, but it is always best to consult your HR team, review your company policy or speak with a legal advisor to confirm which calculation method your organization follows.

حالات خاصة تؤثر على حساب EOS

While the standard EOS formula is straightforward, there are some situations where the final gratuity amount may change. These cases depend on employee status, contract terms and specific rules under Qatar Labour Law. Let’s take a look at the most common situations employers should be aware of.

Salary Changes During Employment

If an employee has received a salary increase, EOS must be calculated using the latest basic salary before their last working day. Employers must update payroll records on time to avoid incorrect EOS amounts.

Unpaid Leave Adjustments (When Applicable)

If an employee has taken long periods of unpaid leave, some companies exclude those days from total service duration. This must always align with internal HR policy and labour law guidelines.

Termination During Probation

Employees terminated during probation are not entitled to EOS gratuity, as they have not completed the minimum one-year service requirement.

Death of an Employee

If an employee passes away, the employer must calculate EOS based on the employee’s total service and pay the amount to the legal heirs according to official procedures.

اقرأ أيضًا: Best HR Software In Qatar

Calculate EOS Accurately With Yomly

EOS is a legal requirement in Qatar, and every employer must calculate it correctly to stay compliant, avoid disputes and ensure a smooth offboarding process. You should always follow the official Labour Law guidelines and consult your HR team or legal advisor if there is any confusion about eligibility, salary components or special cases.

Yomly, a leading payroll software in Qatar, helps businesses automate EOS calculations with full accuracy. The platform tracks service duration, updates salary changes, applies the correct formulas and generates clear EOS reports for final settlements. Along with payroll, Yomly also offers integrated HR features such as shift scheduling, recruitment, employee self service and document management, bringing everything into one simple and powerful system.

You can احجز عرضاً تجريبياً مجاناً and get started with Yomly to simplify EOS, payroll and all your HR operations across Qatar.

In Vietnam, public holidays play a major role in workforce planning and payroll management. 

As an employer or HR professional, knowing about the public holidays in Vietnam for 2026 will help your business:

• Plan workforce availability and leave schedules in advance
• Manage payroll and overtime calculations accurately
• Align holiday policies with Vietnam’s labor laws
• Improve employee satisfaction and work-life balance

At Yomly, we work with various organizations across Southeast Asia and globally. We offer HR and Payroll Software for Vietnam that simplifies leave tracking, attendance, and payroll automation. 

With this guide, we want to help you keep yourself updated with the key public holidays in 2026 and plan your HR calendar effectively.

2026 Public Holidays Calendar For Vietnam At A Glance

For people looking for an overview, here is a quick glance at the 2026 public holidays in Vietnam:

التاريخ	اليوم	العطلات
Jan 1	الخميس	New Year’s Day
Feb 16	الاثنين	Tết Nguyên Đán (Vietnamese New Year Eve)
Feb 17	الثلاثاء	Tết Nguyên Đán – New Year Day
Feb 18	الأربعاء	Tết Holiday (Day 1)
Feb 19	الخميس	Tết Holiday (Day 2)
Feb 20	الجمعة	Tết Holiday (Day 3)
Feb 21	السبت	Tết Holiday (Day 4)
Apr 26	الأحد	Giỗ Tổ Hùng Vương (Hung Kings’ Commemoration)
Apr 30	الخميس	Reunification Day (Victory & Unification)
May 1	الجمعة	International Labour Day
Sep 2	الأربعاء	National Day (Independence Day)

ملاحظة: Many holiday periods such as Tết often include additional “bridge” days or are extended by official decree.

Vietnamese Public Holidays Explained (2026 Edition)

Here are some detailed insights into Vietnam’s 2026 public holidays to help you plan your work, travel, or business activities better. 

Each holiday reflects a part of the country’s culture and history, giving you a clearer picture of how Vietnam celebrates and observes important national occasions.

New Year’s Day – January 1

New Year’s Day marks the beginning of the Gregorian calendar year. In Vietnam, it is a time for relaxation, short family trips, and celebrations among friends. 

While it is not as important as the Lunar New Year, many people still use this day to reset goals and reflect on the past year. Public offices, schools, and most businesses close for the day. Cities like Hanoi and Ho Chi Minh City host fireworks and countdown events, making it a cheerful start to the year before the busier Tết season arrives in February.

Tết Nguyên Đán (Vietnamese Lunar New Year) – February 16 to 21

Tết Nguyên Đán is the most important and widely celebrated festival in Vietnam. It marks the Lunar New Year and the arrival of spring. Families reunite, honor ancestors, clean and decorate their homes, and prepare special dishes like bánh chưng. 

Businesses close for several days as people travel to their hometowns. Streets are filled with flowers, red decorations, and festive music. It is also a time for paying debts, settling disputes, and giving lucky money to children. For visitors, Tết offers a deep cultural experience but also requires planning since many services pause during the week.

Hung Kings’ Commemoration Day – April 26

This day honors the legendary Hung Kings, who are believed to have founded Vietnam thousands of years ago. It is a national occasion for remembering Vietnam’s roots and cultural unity. Ceremonies take place at temples, especially the Hung Temple in Phu Tho Province.

People participate in processions, folk games, and various offerings to pay respect to their ancestors. Schools and offices close, allowing citizens to take part in local events. The holiday strengthens national pride and reminds the younger generation of Vietnam’s rich heritage and the importance of family and tradition.

Reunification Day – April 30

Reunification Day marks the end of the Vietnam War in 1975 and the unification of North and South Vietnam. It is one of the most important national holidays, often celebrated with parades, fireworks, and patriotic displays.

The day carries deep historical meaning as it represents peace and national unity after decades of conflict. Government offices and most businesses close, while people use the long weekend to travel or visit family. 

International Labour Day – May 1

International Labour Day, known locally as Ngày Quốc tế Lao động, celebrates workers and their contributions to the country’s development. 

It follows Reunification Day, creating a two-day public holiday period. Many Vietnamese take advantage of this break for travel or family gatherings. Government and private offices remain closed, and several local unions hold events appreciating labor achievements.

National Day – September 2

National Day celebrates Vietnam’s declaration of independence from France in 1945 by President Hồ Chí Minh. It is a day of national pride marked by flag-raising ceremonies, parades, and cultural performances across the country. Major cities like Hanoi hold official events and fireworks shows. Citizens display the national flag outside their homes, and many join community gatherings to honor the country’s independence.

تحقق أيضًا من: Top 10 HR Software in Vietnam

Need an Automated Way to Manage Leaves and Payroll in Vietnam?

Like for any growing business, managing leaves, payroll, and compliance in Vietnam can become complex as your team expands. 

Between handling public holidays, calculating wages, and ensuring compliance with local labor laws, manual work often leads to errors and time loss. 

Yomly lets you automate the entire process with its cloud-based HR and Payroll software designed for Vietnam and the wider SEA region. It ensures accuracy, transparency, and effortless management across departments.

Here is what makes Yomly stand out:

• Fully cloud-based and automated platform
• Mobile-ready access for employees and managers
• Employee self-service for leave requests and payslips
• Great for scale with multi-location and multi-currency support
• Enterprise-grade solution trusted by 250+ businesses globally

Want to give it a try? احجز عرضاً تجريبياً مجاناً and our team of experts will guide you through the platform. They will also help tailor it to your organization’s structure, compliance needs, and future growth plans.

For years, a UAE payroll manager could breathe on the last day of the month. The Wage Protection System gave you fifteen days of grace, and most companies used some of them. That breathing room is gone.

Since 1 June 2026, wages for each month must be paid through WPS by the first day of the next Gregorian month. A salary that lands on the 2nd is late. Ministerial Resolution No. 340 of 2026, issued on 12 May, did more than move a date. It changed what “on time” means and built a timetable of consequences that starts the morning after you miss it.

This guide explains how WPS works, what changed, the penalties and the exemptions, then shows you a payroll calendar that meets the deadline every month.

What is the Wage Protection System?

WPS is the electronic system the UAE uses to pay private-sector salaries. The Ministry of Human Resources and Emiratisation (MOHRE) runs it with the Central Bank. You send a Salary Information File (SIF) to your bank or an approved exchange house. They pay each employee’s account. MOHRE sees every payment, which is how it knows, without asking, whether you paid on time.

Each month’s submission needs:

• your company’s MOHRE establishment ID
• the bank or exchange house account registered in the company’s name
• a SIF in the format MOHRE approves
• each employee’s name, labour card number and bank or exchange account
• basic salary, allowances and deductions
• the pay period, payment date and total paid

What changed in 2026

Three things.

The deadline is fixed. It no longer follows the payroll cycle in each employee’s contract. Whether your contracts say month-end or the 15th, October’s wages are due by 1 November.

The grace period has gone. The old fifteen days no longer exist. Anything after the 1st counts as delayed.

The bar is higher. You are compliant if at least 85% of total wages due reach employees by the deadline, up from 80%. Deductions the law permits, such as a court-ordered deduction or a documented advance recovery, count towards the 85%. An employee who receives 85% still has the right to claim the rest.

What happens if you miss it

The consequences come in steps, counted from the due date.

Day after the due date	What MOHRE does
2	Sends alerts to the company
5	Stops issuing new work permits and warns again
11	Applies administrative fines under Cabinet Resolution No. 21 of 2020 and moves the company to the third, most expensive, MOHRE category
16	Registers labour disputes automatically on behalf of unpaid workers, where 25 or more are affected
21	Issues an order to pay (under 50 workers) or registers a collective dispute (50 or more); assets can be seized and the responsible person can face a travel ban

Companies with 50 or more employees that repeat the violation over two consecutive months can be referred to the Public Prosecution. Thresholds are counted across related companies in a group, so splitting staff across entities will not help.

Read that table again from the point of view of your recruitment team. Day 5 is the one that hurts first. A late payroll in the first week of the month can freeze every offer you have made.

Who is exempt

The rule covers private companies registered with MOHRE. It does not apply, for the period and amount concerned, to workers whose pay is already in a court dispute or under an executive order; workers reported as absconding; workers in legal detention; and workers on approved unpaid leave, provided you notified MOHRE and filed the documents. Seafarers (with ministry approval), staff of overseas companies paid abroad, short mission permit holders, and banks, financial institutions and places of worship are also outside it. Domestic workers are paid through a separate system.

If you rely on an exemption, keep the paperwork where you can reach it in a minute. MOHRE’s systems will flag the gap before anyone asks why.

The weekend problem

The resolution counts calendar days, and the 1st does not care what day of the week it falls on. UAE banks close on Saturday and Sunday, so the deadline is really the last banking day before the 1st.

Look at the months ahead. 1 November 2026 is a Sunday, so October salaries must clear by Friday 30 October. 1 January 2027 is a Friday and New Year’s Day, a public holiday, so December salaries must clear by Thursday 31 December. If your bank or exchange house needs a day to process the salary file, move every date back by one more.

A payroll calendar that works

Work backwards from the last banking day. Here is a calendar that leaves room for things to go wrong:

1. 20th: freeze attendance, overtime and leave for the month. Anything later rolls into next month.
2. 22nd: managers approve variable pay and deductions.
3. 24th: payroll runs. Finance checks it against last month and investigates any change over 10%.
4. 26th: the salary information file goes to the bank or exchange house, with funds in the account.
5. 28th: confirm the file was accepted. Rejections are where late payrolls are born; you want two working days to fix them.

If the 26th falls on a weekend, bring it forward, never back. A short month like February leaves less room, so plan it in January. Our guide to payroll cut-off rules goes deeper on setting the dates.

Five checks before the first of each month

• Every active employee has a valid labour card and a WPS-registered account. New joiners are the usual gap.
• Deductions are documented and lawful. An undocumented deduction can push an employee below 85%.
• Final settlements for leavers are scheduled separately, so they do not hold up the main file.
• Someone other than the person who built the file has checked it.
• You know, by name, who calls the bank if the file bounces at 4pm on the last working day.

What this means for your systems

A payroll system should know the deadline as well as you do. It should warn you when a cut-off date is a weekend, catch a run that leaves anyone short of 85%, and produce the salary information file in the format your bank expects. If yours needs a spreadsheet beside it to do those things, the spreadsheet is your compliance system, and spreadsheets do not send reminders.

Yomly's Yomly برنامج كشوف المرتبات generates the SIF in the approved format, validates it before you upload, and reminds you of submission deadlines. حجز عرض توضيحي to see it run.

الأسئلة الشائعة

When must salaries be paid in the UAE?

For private companies registered with MOHRE, by the 1st of the following Gregorian month, through WPS or another channel MOHRE approves.

What is the WPS 85% rule?

A company counts as compliant if at least 85% of total wages due are paid by the deadline. Lawful, documented deductions count towards that figure. Employees keep the right to claim anything still owed.

What happens if salary is late?

Alerts on day 2, a freeze on new work permits from day 5, fines and a lower MOHRE category from day 11, and automatic labour disputes and enforcement after that, depending on company size.

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This guide summarises Ministerial Resolution No. 340 of 2026 as reported by MOHRE, Baker McKenzie و Gulf News. It is not legal advice. Check the latest rules with MOHRE or a UAE employment lawyer before changing your payroll.

How we wrote this: drafted with AI assistance from MOHRE announcements, law firm briefings and press reports. Updated October 2026.

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