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World desk4 min

What Building a UAE Gratuity Calculator Taught Me About Testing Legal Code

A practitioner’s UAE gratuity calculator illustrates a careful way to build legal logic with an AI coding assistant: cite the rule, test independent expected values, and disclose limits.

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Turning a labour-law rule into software takes more than asking an AI coding assistant to write a formula. In his account of building a UAE end-of-service gratuity calculator in TypeScript, Bashir Khan describes a more disciplined approach: trace each rule to legislation, keep implementation conventions distinct from legal requirements, derive expected test results independently, and state what the calculator does not cover. His account is a practical example of a process—not an independent audit or proof that AI-generated legal software is reliable.

Start by pinning each rule to the law

Khan says he runs a small free site of UAE pay and labour calculators, and that he wrote most of the code with Claude Code while directing the work. He also says this article was drafted with AI assistance and then checked against the code and legal text by him. That disclosure matters: the account describes one practitioner’s workflow, not an independently reproduced evaluation.

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His central practice was to record the relevant provisions of Article 51 of Federal Decree-Law No. 33 of 2021 in the module header and ask “which article?” whenever the AI proposed a rule. The question is useful because a plausible payroll formula is not necessarily the rule the legislature enacted. A source reference makes it easier to review the rule, check its scope, and revisit it if the implementation changes.

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The official English text of Federal Decree-Law No. 33 of 2021 sets out the relevant gratuity rules in Article 51. Khan’s example concerns foreign full-time workers; the formula should not be presented as applying identically to every worker in the UAE.

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What Article 51 says about this gratuity calculation

For a qualifying foreign full-time worker who has completed at least one year of continuous service, Article 51(2) bases the gratuity on basic wage. Its stated calculation is:

  • 21 days’ wage for each year of service during the first five years.
  • 30 days’ wage for each year of service beyond the first five.

Article 51(3) provides for proportional treatment of a part of a year after the worker has completed one year of continuous service. Article 51(4) says unpaid absence days are not included in the duration of service. Article 51(6) caps gratuity at two years’ wage. These are summaries of the cited statutory provisions, not individualized payroll or legal advice.

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Keep the law separate from implementation conventions

A statute’s formula and a program’s choices for representing money and time are not the same thing. Khan distinguishes the legal rules from conventions used in the calculator:

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  • Daily-wage conversion: the article describes dividing monthly basic wage by 30 as a usual conversion. It is an implementation convention in this example, not a formula specified in Article 51.
  • Year length: the article describes using 365 days as a year-length convention. Article 51’s text does not prescribe that divisor.

That distinction should be visible in code comments, documentation, and tests. Otherwise, a future maintainer can mistake a chosen conversion method for a statutory requirement and preserve it without checking whether it remains appropriate for the application.

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Make the test answer independent of the code

A test is only useful as a check if its expected result was not copied from the function being tested. Khan puts the risk plainly: “If you let the AI write the function and then the test, it will often run the function and paste the output into expect(). That tests nothing.”

For an eight-year service example, the statutory day counts before applying any proportional-year treatment are five years at 21 days plus three years at 30 days: 105 + 90 = 195 days’ wage. This arithmetic is independently transparent; the code should not be the source of the expected value. The wage conversion and service-duration handling still need their own documented assumptions and checks.

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The same principle applies to the two-years’-wage cap. A test should assert the capped outcome using an expected value worked out independently, rather than asking the implementation for its answer and recording that answer as the test expectation. Tests can catch regressions in a chosen interpretation; they cannot establish that the interpretation itself is legally correct.

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Test calendar boundaries as calendar dates

Elapsed days divided by 365 can misstate a full calendar-year interval that includes leap days. Khan describes counting whole anniversaries and then the fractional year, and reports a test for the interval from 1 January 2017 through 31 December 2024. The important engineering lesson is to make the date model explicit: decide what counts as a completed service year, how partial periods are represented, and how excluded unpaid-absence days affect duration.

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The article reports an intended date-handling approach and a boundary test; that is not evidence that every timezone, input format, or leap-day case has been validated. A date library or UTC conversion does not by itself settle the legal meaning of a service interval. The date rules need to be reviewed against the applicable law and the application’s stated assumptions.

State what the calculator leaves out

Khan says the calculator does not model part-time pro-rata treatment or employer deductions. Naming exclusions helps prevent a narrow example from being mistaken for a comprehensive payroll tool. Those stated exclusions do not establish that other worker categories or circumstances need no special treatment; users should check whether Article 51 and the calculator’s assumptions fit their situation.

What the reported test count can—and cannot—show

Khan reports that the site’s calculators had 150 hand-calculated tests when his article was published. That is a reported count, not an independently measured accuracy rate. The article provides no audited error rate, accuracy percentage, or comparative study showing that AI-written legal software is more or less reliable than another approach.

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A substantial test suite can help preserve intended behaviour, especially when expected values are derived independently and boundary cases are chosen deliberately. It cannot replace a check of the legal source, its scope, or the assumptions encoded in the application. Rule changes also create a maintenance question: a source reference helps identify what to review, but the account does not describe a system for detecting amendments or updating the calculator.

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