De-facto standard final-settlement document closing out all mutual claims on termination of an employment contract — outstanding wages, unused leave, and the end-of-service award, on the standard Saudi business practice of settling within roughly two weeks; a waiver of amounts below the statutory minimum is void.
⚠️ This is a blank template, not legal advice: check the wording with a lawyer and adapt it to your jurisdiction and your case.
This template has no optional clauses: the text is the same for everyone. Field placeholders are shown as labels — on the site the template is read-only, values are entered inside the system.
FINAL SETTLEMENT (مخالصة نهائية)
Employer: Employer name Employee: Employee name Last working day: Last working day
This final settlement is a de-facto standard document of Saudi business practice, closing out all sums due between the parties on termination of the employment relationship; on standard practice, the settlement is paid within roughly 2 weeks of the last working day. A waiver of amounts below the statutory minimum owed under the Labor Law is void even if signed by the employee.
1. AMOUNTS DUE 1.1. Outstanding salary: Outstanding salary. 1.2. Unused leave payout: Unused leave payout. 1.3. End-of-service award (see EOSB calculation sheet): End-of-service award. 1.4. Other entitlements (bonuses, commissions, overtime owed): Other entitlements. 1.5. Deductions (advances, loans, documented damages): Deductions.
2. TOTAL 2.1. Total payable: Total payable. 2.2. Payment date: Payment date. Payment method: Payment method.
3. NO FURTHER CLAIMS 3.1. No-further-claims statement 3.2. Unsettled final accounts can block the Employer's HRSD operations for other employees — settle promptly and keep this record on file.
SIGNATURES Employer ______________ Employee ______________ / Employee name / Date: Employee signature date
— — — ⚠️ This is a boilerplate template, not legal advice. It is written under the Saudi Labor Law (Royal Decree No. M/51 of 2005, as amended by Royal Decree No. M/44 of 23 August 2024, in force from 19 February 2025) and related regulations and digital platforms (Qiwa, Najiz, GOSI, Mudad, PDPL/SDAIA, E-Commerce Law, SFDA, Shomoos, ZATCA/Fatoora, Balady) as in effect in July 2026 — these platforms and their implementing regulations change frequently; verify against the current text before use. Have this template reviewed by a Saudi-qualified lawyer and, for HR documents, checked against your own HRSD-approved work organization regulation (لائحة تنظيم العمل) before use.
Fields that belong to a switched-off clause are dimmed — they are not asked for.
From the EOSB calculation sheet
Bonuses, commissions, overtime owed
Advances, loans, documented damages
2 of 13 fields are taken from the company, employee or counterparty record, the questionnaire can be dictated to the AI, and the finished document comes with a number, a PDF and an acknowledgement record.