Labor Law
The work regulations that protect your rights at work
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Labor Law Regulations
The Labor Law of the Kingdom of Saudi Arabia
Issued by Royal Decree No. (M/51) dated 1426/08/23 AH
Amended by Royal Decree No. (M/24) dated 1434/05/12 AH
Amended by Royal Decree No. (M/1) dated 1435/01/22 AH
Amended by Royal Decree No. (M/46) dated 1436/06/05 AH
Amended by Royal Decree No. (M/14) dated 1440/02/22 AH
Amended by Royal Decree No. (M/134) dated 1440/11/27 AH
Amended by Royal Decree No. (M/5) dated 1442/01/07 AH
Amended by Royal Decree No. (M/44) dated 1446/2/8 AH
Introduction
The most important articles of the regulations are published below by topic, in order of importance. Simply click the topic you want to view the article or articles that govern it. This English text is an unofficial translation provided for convenience; the official Arabic text of the Labor Law prevails.
Who has the right to work?
– Article 3:
Work is the right of every citizen. No one else may practice it unless the conditions set out in this Law are met. Citizens are equal in the right to work without any discrimination based on gender, disability, age or any other form of discrimination, whether during work, at hiring or in job advertisements.
Who must apply these regulations
– Article 5:
The provisions of this Law apply to the following:
1- Every employment contract under which a person undertakes to work for the benefit of an employer, under the employer’s management or supervision, in return for a wage.
2- Workers of the government, public authorities and public institutions, including those working in pastures or agriculture.
3- Workers of charitable institutions.
4- Qualification and training contracts with persons not employed by the employer, within the limits of the special provisions set out in this Law.
5- Part-time workers, as regards occupational safety and health, work injuries and what the Minister determines.
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– Article 7:
Royal Decree No. (M/44) dated 1446/2/8 AH was issued approving amendments to certain articles of the Labor Law (effective from 1446/8/20 AH)
This article was amended to read as follows:
1- The following are excluded from the provisions of this Law:
a- Members of the employer’s family — the spouse, ascendants and descendants — who work in an establishment that employs no one else.
b- Players and coaches of sports clubs and federations.
c- Domestic workers and those in a similar position.
d- Agricultural workers, private shepherds and those in a similar position.
e- Non-Saudi workers who come to perform a specific task for a period not exceeding two months.
2- The Minister — in coordination with the competent authorities — shall issue one or more regulations for the categories in sub-paragraphs (a), (c), (d) and (e) of paragraph (1) of this article, covering the rights, duties and other special provisions relevant to each category. As an exception to paragraph (1) of this article, the penalties set out in Article 229 of this Law apply to violations of those regulations.
3- The regulations issued for the two categories in sub-paragraphs (c) and (d) of paragraph (1) of this article shall include procedures and mechanisms that improve the performance of the labor market for these categories, regulate their movement, and define the responsibilities and duties of employers and of the offices and companies that mediate in contracting them.
Contract terms that contradict the law
– Article 8:
Any condition that contradicts the provisions of this Law is void, and any release or settlement of the worker’s rights arising under this Law during the term of the employment contract is void, unless it is more beneficial to the worker.
The official language of employment contracts and dates
– Article 9:
Arabic is the language that must be used in statements, records, files, employment contracts and anything else provided for in this Law or in any decision issued to implement it, as well as in instructions the employer issues to its workers. If the employer uses a foreign language alongside Arabic in any of these cases, the Arabic text alone is authoritative.
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– Article 10:
All periods and dates set out in this Law are calculated by the Hijri calendar, unless the employment contract or the work regulations provide otherwise.
Employing people with disabilities
– Article 28:
Every employer with twenty-five or more workers, whose type of work allows it to employ vocationally rehabilitated persons with disabilities, must employ at least 4% of its total workforce from among vocationally qualified persons with disabilities, whether through nomination by employment units or otherwise. It must send the competent labor office a statement of the number of jobs held by vocationally rehabilitated persons with disabilities and the wage of each.
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– Article 29:
If a worker suffers a work injury that reduces their usual abilities but does not prevent them from performing work other than their previous job, the employer in whose service the injury occurred must employ them in suitable work at the wage set for that work. This is without prejudice to any compensation due for the injury.
Employing non-Saudis
– Article 33:
A non-Saudi may not work, and may not be allowed to work, until they obtain a work permit from the Ministry on the form it prepares for this purpose.
The permit is granted subject to the following:
- The worker has entered the country legally and is authorized to work.
- The worker has professional competencies or educational qualifications the country needs and that are not available among citizens, or the number of citizens with them does not meet the need, or the worker belongs to a category of ordinary workers the country needs.
- The worker is contracted with an employer and is under its responsibility.
In this article, the word (work) means any industrial, commercial, agricultural, financial or other work, and any service including domestic service.
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– Article 34:
No permit or license required by another authority to practice a job or profession can replace the work permit referred to above.
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– Article 35:
Royal Decree No. (M/44) dated 1446/2/8 AH was issued approving amendments to certain articles of the Labor Law (effective from 1446/8/20 AH)
This article was amended to read as follows: “For reasons it deems fit, the Ministry may refuse to renew a work permit if the employer violates the job localization (Saudization) standards set by the Ministry or any other requirements or controls in the Executive Regulations. The Regulations set out procedures ensuring the worker is not affected by the non-renewal, including the possibility of transferring the worker’s services to another employer without the consent of the violating employer“.
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– Article 37:
Royal Decree No. (M/44) dated 1446/2/8 AH was issued approving amendments to certain articles of the Labor Law (effective from 1446/8/20 AH)
This article was amended to read as follows: “The employment contract of a non-Saudi must be in writing and for a fixed term. If the contract does not state its term, it is deemed to be one (year) from the date the worker actually starts work. If work continues after this period ends, the contract is deemed renewed for a similar period”.
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– Article 38:
The employer may not employ the worker in a profession other than the one recorded in their work permit, and the worker may not work in another profession before the statutory procedures for changing the profession are completed.
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– Article 39:
- Royal Decree No. (M/44) dated 1446/2/8 AH was issued approving amendments to certain articles of the Labor Law (effective from 1446/8/20 AH)
This article was amended to become a single paragraph reading as follows: “Without following the prescribed statutory rules and procedures, an employer may not allow its worker to work for others or for their own account; a worker may not work for another employer or for their own account; and an employer may not employ another employer’s worker. The Ministry inspects establishments, records violations of this Law and takes what is necessary to apply the penalties prescribed under it, then refers matters within the jurisdiction of the Ministry of Interior to it to take action under the statutory provisions. The Ministry of Interior — when it records violations related to the provisions under its jurisdiction — refers the details of employers violating this article to the Ministry of Human Resources and Social Development to apply the penalties prescribed under this Law”.
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– Article 40:
- Royal Decree No. (M/44) dated 1446/2/8 AH was issued approving amendments to certain articles of the Labor Law (effective from 1446/8/20 AH)
Paragraph (1) of this article was amended to read as follows: “The employer bears the fees for recruiting a non-Saudi worker, the residence (iqama) and work permit fees and their renewal, any fines resulting from delays caused by the employer, profession-change fees, exit and re-entry fees, and the worker’s return ticket to their home country after the relationship between the parties ends“.
Training and qualification at the employer
– Article 42:
Royal Decree No. (M/44) dated 1446/2/8 AH was issued approving amendments to certain articles of the Labor Law (effective from 1446/8/20 AH)
This article was amended to read as follows: “Every employer must set a policy for training and qualifying its Saudi workers to raise their skills and improve their level in technical, administrative, professional and other work. The Executive Regulations set the related provisions“.
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– Article 43 :
Royal Decree No. (M/44) dated 1446/2/8 AH was issued approving amendments to certain articles of the Labor Law (effective from 1446/8/20 AH)
This article was amended to read as follows: “Without prejudice to the special training, qualification and upskilling conditions and rules in concession and other agreements, every employer must qualify or train for its work those of its Saudi workers who complete their studies, if the employer bears the cost of the studies. The Executive Regulations set the related general standards and provisions“.
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– Article 44:
Royal Decree No. (M/44) dated 1446/2/8 AH was issued approving amendments to certain articles of the Labor Law (effective from 1446/8/20 AH)
This article was amended to read as follows: “The training program must include the skill the worker is trained in, the rules and conditions followed in training, its duration and number of hours, the theoretical and practical training programs, the testing method and the certificates granted. The Executive Regulations set the general standards and rules to be followed to raise the worker’s performance in terms of skill and productivity“.
Training and qualification for non-employees
– Article 45:
A qualification and training contract is a contract under which the employer undertakes to qualify or train a person to prepare them for a specific profession.
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– Article 46:
Royal Decree No. (M/44) dated 1446/2/8 AH was issued approving amendments to certain articles of the Labor Law (effective from 1446/8/20 AH)
This article was amended to read as follows: “The qualification or training contract must be in writing and must specify the profession being trained for and the allowance given to the trainee at each stage, which may not be set on a piece-rate or production basis. The contract must state the rights and duties of the trainee and the employer, and whether the qualification or training takes place in an establishment belonging to the employer or in another establishment“.
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– Article 47:
Royal Decree No. (M/44) dated 1446/2/8 AH was issued approving amendments to certain articles of the Labor Law (effective from 1446/8/20 AH)
This article was amended to read as follows: “The Minister may require establishments to accept a specific number or percentage of students and graduates of universities, colleges, institutes and centers for training and to gain practical experience, under the conditions, arrangements and durations set by the Executive Regulations, provided that a training contract is concluded between the trainee and the employer, to which the provisions of this chapter apply. The establishment may pay the trainee an allowance“.
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– Article 48:
- Royal Decree No. (M/44) dated 1446/2/8 AH was issued approving amendments to certain articles of the Labor Law (effective from 1446/8/20 AH)
Paragraph (1) of this article was amended to read as follows: “The employer may terminate the qualification or training contract if it is established that the trainee is not able or capable of completing the training or qualification programs usefully, based on periodic evaluation reports prepared by the establishment providing the training. The trainee also has the right to terminate the contract. The party wishing to terminate must notify the other party at least (one week) before the termination date, and neither party may claim compensation from the other unless the contract provides for it“.
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– Article 49:
The provisions of this Law on annual leave and official holidays, maximum working hours, daily and weekly rest periods, occupational safety and health rules, work injuries and their conditions, and what the Minister decides, apply to qualification and training contracts.
Key conditions of the employment contract
– Article 51:
The employment contract must be written in two copies, one kept by each party. The contract is deemed to exist even if not in writing, in which case the worker alone may prove the contract and the rights arising from it by all means of proof. Either party may request that the contract be put in writing at any time. For workers of the government and public institutions, the appointment decision or order issued by the competent authority takes the place of the contract.
Royal Decree No. (M/44) dated 1446/2/8 AH was issued approving amendments to certain articles of the Labor Law (effective from 1446/8/20 AH)
This article was amended to read as follows: “The employment contract must be written in two copies, one kept by each party, and must be documented in accordance with the relevant statutory provisions and as set out in the Executive Regulations. The contract is deemed to exist even if not in writing, in which case the worker alone may prove the contract and the rights arising from it by all means of proof. Either party may request that the contract be put in writing at any time. For workers of the government and public institutions, the appointment decision or order issued by the competent authority takes the place of the contract”.
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– Article 52 :
1. Subject to Article 37 of this Law, the Ministry sets a unified employment contract form that mainly includes: the employer’s name and location, the worker’s name and nationality, what is needed to prove their identity, their residential address, the agreed wage including benefits and allowances, the type and place of work, the joining date, and the term if the contract is fixed-term.
2. The employment contract must follow the form referred to in paragraph (1) of this article, and the parties may add other clauses that do not conflict with the provisions of this Law, its Executive Regulations and the decisions issued to implement it.
Royal Decree No. (M/44) dated 1446/2/8 AH was issued approving amendments to certain articles of the Labor Law (effective from 1446/8/20 AH)
Paragraph (1) of this article was amended to read as follows: “Subject to Article 37 of this Law, the Ministry sets a unified form for each type of employment contract that mainly includes: the employer’s name and location, the worker’s name and nationality, what is needed to prove their identity, their residential address, the agreed wage including benefits and allowances, the type and place of work, the joining date, the contract term if it is fixed-term, and the basic rights and obligations of each party“.
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– Article 37:
The employment contract of a non-Saudi must be in writing and for a fixed term. If the contract does not state its term, the term of the work permit is deemed to be the term of the contract.
The probation period and its conditions
– Article 53:
Royal Decree No. (M/44) dated 1446/2/8 AH was issued approving amendments to certain articles of the Labor Law (effective from 1446/8/20 AH), and this article was amended to read as follows: “If the worker is subject to probation, this must be stated explicitly in the employment contract and its duration clearly specified, provided that the total period does not in any case exceed (one hundred and eighty) days. The Executive Regulations set the related provisions, including leave that is not counted in the period. Either party has the right to terminate the contract during this period“.
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– Article 54:
A worker may not be placed on probation more than once with the same employer. As an exception, the parties may agree in writing to subject the worker to another probation period provided it is in another profession or job, or at least six months have passed since the worker’s relationship with the employer ended. If the contract is terminated during the probation period, neither party is entitled to compensation, and the worker is not entitled to an end of service benefit for it.
Contract term and renewal
– Article 55:
- A fixed-term employment contract ends when its term expires. If both parties continue to perform it, the contract is deemed renewed for an indefinite term, subject to Article 37 of this Law for non-Saudis.
- If a fixed-term contract includes a condition that it be renewed for a similar or specified period, it is renewed for the agreed period. If it is renewed three consecutive times, or the original term plus renewals reaches four years — whichever is less — and both parties continue to perform it, the contract becomes an indefinite contract.
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– Article 56:
In all cases where the contract is renewed for a fixed term, the renewal period is considered an extension of the original term in determining the worker’s rights that depend on length of service.
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– Article 57:
If the contract is for performing a specific piece of work, it ends when the agreed work is completed.
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– Article 37:
The employment contract of a non-Saudi must be in writing and for a fixed term. If the contract does not state its term, the term of the work permit is deemed to be the term of the contract.
Changing the place or nature of work
– Article 58:
- The employer may not transfer the worker without their written consent from their original workplace to another place that requires changing their place of residence.
- In cases of necessity arising from unforeseen circumstances, and for no more than thirty days a year, the employer may assign the worker to work in a place other than the agreed one without requiring their consent, provided that the employer bears the worker’s travel and accommodation costs during that period.
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– Article 59:
A worker paid monthly may not be moved to the category of daily workers or workers paid weekly, by the piece or by the hour unless the worker agrees in writing, and without prejudice to the rights the worker acquired during the period they were paid monthly.
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– Article 60:
Without prejudice to Article 38 of this Law, a worker may not be assigned work that differs substantially from the agreed work without their written consent, except in cases of necessity arising from unforeseen circumstances and for no more than thirty days a year.
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– Article 61:
Royal Decree No. (M/44) dated 1446/2/8 AH was issued approving amendments to certain articles of the Labor Law (effective from 1446/8/20 AH)
This article was amended by adding the following paragraphs:
“4- Refrain from anything that would nullify or weaken equal opportunity or treatment in employment and occupation, whether by excluding, distinguishing or favoring job applicants or workers on the basis of race, color, gender, age, disability, marital status or any other form of discrimination.
5- Provide suitable housing for its workers, or instead pay them an appropriate cash allowance with their wage.
6- Provide suitable transportation for its workers from their place of residence to the workplace, or instead pay them an appropriate cash allowance with their wage“.
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– Article 38:
The employer may not employ the worker in a profession other than the one recorded in their work permit, and the worker may not work in another profession before the statutory procedures for changing the profession are completed.
Disciplinary penalties
– Article 72:
- Royal Decree No. (M/44) dated 1446/2/8 AH was issued approving amendments to certain articles of the Labor Law (effective from 1446/8/20 AH)
This article was amended to read as follows: “The worker must be notified in writing of the decision to impose a penalty. If they refuse to receive it or are absent, the notice is sent by registered letter to the address in their file. The worker may file a written grievance with the competent party at the employer within (thirty) days — excluding official holidays — from the date of notification. If the grievance is rejected or not decided in writing within (fifteen) days of its submission, the worker may object to the penalty decision before the labor courts within (thirty) days — excluding official holidays — from the date the grievance was rejected or the decision period ended, whichever is earlier”.
Expiry or termination of the employment contract
– Article 74:
An employment contract ends in any of the following cases:
- If both parties agree to end it, provided the worker’s consent is in writing.
- If the term specified in the contract ends, unless the contract has been explicitly renewed under this Law, in which case it continues until its term.
- At the will of either party in indefinite contracts, in accordance with Article 75 of this Law.
- When the worker reaches retirement age under the Social Insurance Law, unless both parties agree to continue working beyond that age.
- Force majeure.
- Permanent closure of the establishment.
- Ending of the activity in which the worker is employed, unless otherwise agreed.
- Any other case provided for in another law.
Royal Decree No. (M/44) dated 1446/2/8 AH was issued approving amendments to certain articles of the Labor Law (effective from 1446/8/20 AH)
This article was amended by adding two paragraphs as follows:
“3 (bis) – Resignation“
“7 (bis) – A final decision or ruling by the competent court terminating the worker’s contract in any bankruptcy proceedings opened under the Bankruptcy Law“.
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– Article 75:
If the contract is indefinite, either party may terminate it for a legitimate reason that must be stated in a written notice to the other party, given within a period set in the contract that is not less than sixty days if the worker is paid monthly, and not less than thirty days for others.
Royal Decree No. (M/44) dated 1446/2/8 AH was issued approving amendments to certain articles of the Labor Law (effective from 1446/8/20 AH)
This article was amended to read as follows:
“1- If the contract is indefinite and the wage is paid monthly, either party may terminate it for a legitimate reason as follows:
a- If the termination is by the worker, they must give the employer written notice at least (thirty) days before the termination date.
b- If the termination is by the employer, it must give the worker written notice at least (sixty) days before the termination date.
2- If the contract is indefinite and the wage is not paid monthly, the party terminating the contract for a legitimate reason — whether the worker or the employer — must give the other party written notice at least (thirty) days before the termination date“.
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– Article 76:
If the party terminating an indefinite contract does not observe the notice period set out in Article 75 of this Law, it must pay the other party, for the notice period, an amount equal to the worker’s wage for that same period, unless the parties agree on more.
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– Article 77:
Unless the contract specifies compensation for termination by either party for an illegitimate reason, the party harmed by the termination is entitled to compensation as follows:
- Fifteen days’ wage for each year of the worker’s service, if the contract is indefinite.
- The wage for the remaining term of the contract, if the contract is fixed-term.
- The compensation referred to in paragraphs (1) and (2) of this article may not be less than two months of the worker’s wage.
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– Article 78:
If notice is given by the employer, the worker may be absent during the notice period for one full day a week or eight hours during the week to look for another job, while being paid for that day or those hours. The worker chooses the day and hours of absence, provided they notify the employer at least the day before. The employer may release the worker from work during the notice period, with their service counted as continuous until the notice period ends, and the employer remains bound by the consequences — in particular the worker’s entitlement to their wage for the notice period.
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– Article 79:
An employment contract does not end with the death of the employer, unless the employer’s person was a consideration in concluding the contract. It does end with the death of the worker or their inability to perform their work, as established by a medical certificate approved by the authorized health authorities or by the authorized doctor appointed by the employer.
Dismissing an employee and terminating the contract
– Article 80:
The employer may not terminate the contract without the worker’s benefit, notice or compensation except in the following cases, provided the worker is given the opportunity to state the reasons for objecting to the termination:
- If the worker assaults the employer, the responsible manager, or any of their superiors or subordinates during or because of work.
- If the worker does not perform the essential obligations of the employment contract, does not obey legitimate orders, or deliberately disregards the work and worker safety instructions posted by the employer in a visible place, despite a written warning.
- If it is proven that the worker behaved badly or committed an act that breaches honor or integrity.
- If the worker deliberately commits any act or omission intended to cause the employer financial loss, provided the employer reports the incident to the competent authorities within twenty-four hours of learning of it.
- If it is proven that the worker used forgery to obtain the job.
- If the worker is employed on probation.
- If the worker is absent without a legitimate reason for more than thirty days in one contract year or more than fifteen consecutive days, provided the dismissal is preceded by a written warning from the employer after twenty days of absence in the first case and ten days in the second.
- If it is proven that the worker illegitimately used their position to obtain personal results and gains.
- If it is proven that the worker disclosed the industrial or commercial secrets of the work they do.
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– Article 82:
The employer may not end the worker’s service because of illness before the worker has used up the leave periods set out in this Law, and the worker has the right to request that their annual leave be joined to their sick leave.
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– Article 155:
The employer may not dismiss a female worker or warn her of dismissal while she is pregnant or on maternity leave, including any period of illness arising from either, provided the illness is proven by an approved medical certificate and her absence does not exceed (one hundred and eighty) days a year, whether continuous or not.
The employee's right to stop working
– Article 81:
The worker has the right to leave work without notice while retaining all their statutory rights in any of the following cases:
- If the employer does not fulfil its essential contractual or statutory obligations toward the worker.
- If it is proven that the employer or its representative deceived the worker when contracting regarding the terms and conditions of work.
- If the employer, without the worker’s consent, assigns work that differs substantially from the agreed work, contrary to Article 60 of this Law.
- If the employer, a member of its family or the responsible manager commits a violent assault or immoral behavior toward the worker or a member of the worker’s family.
- If the treatment by the employer or the responsible manager involves cruelty, injustice or humiliation.
- If there is a serious danger at the workplace threatening the worker’s safety or health, provided the employer knew of it and took no measures to remove it.
- If the employer or its representative, through their conduct — in particular unjust treatment or breach of the contract terms — drove the worker to appear to be the one who ended the contract.
End of service benefit
– Article 84:
When the employment relationship ends, the employer must pay the worker an end of service benefit calculated at half a month’s wage for each of the first five years and one month’s wage for each following year. The last wage is the basis for calculating the benefit, and the worker is entitled to a benefit for parts of a year in proportion to the time worked.
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– Article 85 :
If the employment relationship ends because the worker resigns, they are entitled to one third of the benefit after continuous service of not less than two years and not more than five years, two thirds if their continuous service exceeds five years but is less than ten years, and the full benefit if their service is ten years or more.
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– Article 86 :
As an exception to Article 8 of this Law, it may be agreed that all or some commissions, percentages of sales prices and similar elements of the wage paid to the worker that by nature may increase or decrease are not included in the wage used to calculate the end of service benefit.
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– Article 87 :
As an exception to Article 85 of this Law, the full benefit is due if the worker leaves work as a result of force majeure beyond their control. A female worker is also entitled to it if she ends the contract within six months of her marriage contract or three months of giving birth.
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– Article 88 :
When the worker’s service ends, the employer must pay their wage and settle their dues within one week at most from the end of the contractual relationship. If the worker ended the contract, the employer must settle their dues in full within no more than two weeks. The employer may deduct any work-related debt owed to it from the amounts due to the worker.
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– Article 8:
Any condition that contradicts the provisions of this Law is void, and any release or settlement of the worker’s rights arising under this Law during the term of the employment contract is void, unless it is more beneficial to the worker.
Deductions from salary
– Article 92:
No amount may be deducted from the worker’s wages for private dues without their written consent, except in the following cases:
- Recovering employer loans, provided the amount deducted does not exceed 10% of the worker’s wage.
- Social insurance contributions and any other statutory contributions due from the worker.
- The worker’s contributions to the savings fund and loans due to the fund.
- Installments of any employer housing project intended to transfer ownership of homes to workers, or any other benefit.
- Fines imposed on the worker for violations they commit, and the amount deducted for anything they damage.
- Payment of a debt in execution of a court ruling, provided the monthly deduction does not exceed one quarter of the worker’s wage unless the ruling provides otherwise. Alimony debt is paid first, then debts for food, clothing and housing before other debts.
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– Article 93:
In all cases, total deductions may not exceed half of the worker’s wage, unless the labor court finds that a higher deduction is possible or that the worker needs more than half of their wage — in which latter case the worker may not be given more than three quarters of their wage in any event.
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– Article 94:
- If any amount is deducted from the worker’s wage for a reason not provided for in this Law without their written consent, or the employer delays paying the wage when due without a legitimate justification, the worker, their representative or the director of the competent labor office may apply to the labor court to order the employer to return what was wrongly deducted or pay the overdue wages.
- If the labor court finds that the employer deducted those amounts or delayed the wage without justification, it may fine the employer up to twice the amount deducted or twice the overdue wage.
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– Article 97:
If the worker is detained or held by the competent authorities in cases related to or arising from work, the employer must continue paying 50% of the wage until the case is decided, provided the detention does not exceed one hundred and eighty days; beyond that the employer is not obliged to pay any part of the wage for the extra period. If the worker is acquitted or the investigation is dropped for lack of proof, the employer must repay the withheld part of the wage. If the worker is convicted, what was paid is not recovered unless the ruling provides otherwise.
Working hours
– Article 98:
A worker may not actually work more than eight hours a day if the employer uses the daily standard, or more than forty-eight hours a week if it uses the weekly standard. During Ramadan, actual working hours for Muslims are reduced to no more than six hours a day or thirty-six hours a week.
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– Article 99:
The working hours set out in Article 98 of this Law may be increased to nine hours a day for some categories of workers, or in some industries and jobs where the worker does not work continuously. They may also be reduced to seven hours a day for some categories of workers or in some hazardous or harmful industries and jobs. These categories, industries and jobs are specified by a decision of the Minister.
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– Article 100:
In establishments where the nature of work requires shift work, the employer may — with the Ministry’s approval — increase working hours beyond eight hours a day or forty-eight hours a week, provided the average working hours over three weeks or less does not exceed eight hours a day or forty-eight hours a week.
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– Article 108:
Articles 98 and 101 of this Law do not apply to the following:
- Persons in senior positions of responsibility in management and direction, if those positions give their holders the employer’s authority over workers.
- Preparatory or complementary work that must be done before or after work begins.
- Work that is necessarily intermittent.
- Workers assigned to guarding and cleaning, except civil security guards.
The Executive Regulations specify the work described in paragraphs 2, 3 and 4 of this article and the maximum working hours for it.
Daily rest period
– Article 101:
Working hours and rest periods are organized during the day so that the worker does not work more than five consecutive hours without a break for rest, prayer and meals of at least half an hour each time during total working hours, and so that the worker does not remain at the workplace for more than twelve hours a day.
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– Article 102:
Periods for rest, prayer and meals are not counted as actual working hours. During these periods the worker is not under the employer’s authority, and the employer may not require the worker to stay at the workplace.
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– Article 103:
The Minister may, by decision, specify cases and jobs in which work must continue without a rest break for technical reasons or operating conditions. In such cases the employer must give time for prayer, meals and rest in a way organized by the establishment’s management during work.
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– Article 108:
Articles 98 and 101 of this Law do not apply to the following:
- Persons in senior positions of responsibility in management and direction, if those positions give their holders the employer’s authority over workers.
- Preparatory or complementary work that must be done before or after work begins.
- Work that is necessarily intermittent.
- Workers assigned to guarding and cleaning, except civil security guards.
The Executive Regulations specify the work described in paragraphs 2, 3 and 4 of this article and the maximum working hours for it.
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– Article 154:
When a female worker returns to work after maternity leave, she has the right to take a break or breaks to nurse her baby totaling no more than one hour a day, in addition to the rest breaks given to all workers. This time is counted as actual working hours and does not reduce her wage.
Weekly rest days
– Article 104:
- Friday is the weekly rest day for all workers. After notifying the competent labor office, the employer may replace this day for some of its workers with any other day of the week, and must enable them to perform their religious duties. The weekly rest day may not be replaced with cash compensation.
- The weekly rest day is fully paid and is not less than twenty-four consecutive hours.
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– Article 105:
As an exception to Article 104 of this Law, in places far from urban areas and in work whose nature and operating conditions require continuous work, the weekly rest days due to the worker may be accumulated for a period not exceeding eight weeks if the employer and workers agree and the Ministry approves. The accumulated rest period starts from the time the workers arrive at the nearest city with transportation and ends when they return to it.
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– Article 106:
The employer may disregard Articles 98 and 101 and paragraph (1) of Article 104 of this Law in the following cases:
- Annual stocktaking, budget preparation, liquidation, closing accounts, preparing for discount sales and preparing for seasons, provided the number of days worked does not exceed thirty days a year.
- If the work is to prevent a dangerous accident, repair its damage, or avoid certain loss of perishable materials.
- If the work is intended to meet an unusual workload.
- Eids, seasons, other occasions and seasonal work specified by a decision of the Minister.
In all the cases above, actual working hours may not exceed ten hours a day or sixty hours a week. The Minister specifies by decision the maximum overtime hours allowed per year.
Overtime hours and pay
– Article 107:
- The employer must pay the worker additional pay for overtime hours equal to the hourly wage plus 50% of their basic wage.
- If the establishment operates on a weekly standard of working hours, hours exceeding that standard are counted as overtime.
All hours worked on holidays and Eids are counted as overtime.
Royal Decree No. (M/44) dated 1446/2/8 AH was issued approving amendments to certain articles of the Labor Law (effective from 1446/8/20 AH)
Paragraph (1) of this article was amended to read as follows: “The employer must pay the worker additional pay for overtime hours equal to the hourly wage plus (50%) of their basic wage. With the worker’s consent, the employer may instead grant paid compensatory leave days in place of the pay due for overtime. The Executive Regulations set the related provisions“.
Annual leave
– Article 109:
- The worker is entitled each year to annual leave of not less than twenty-one days, increased to not less than thirty days if the worker has spent five continuous years in the employer’s service. The leave is paid in advance.
- The worker must take their leave in the year it is due and may not waive it or receive cash in lieu of it during their service. The employer may set the leave dates according to work requirements or grant leave in rotation to keep work running, and must notify the worker of the leave date sufficiently in advance — at least thirty days.
—————————–
– Article 110:
- With the employer’s consent, the worker may postpone their annual leave, or some days of it, to the following year.
- The employer has the right to postpone the worker’s leave after the end of the year it is due if work conditions require, for no more than ninety days. If work conditions require further postponement, the worker’s written consent must be obtained, provided the postponement does not go beyond the end of the year following the year the leave was due.
—————————–
– Article 111:
The worker is entitled to pay for leave days due if they leave work before using them, for the period for which they did not receive leave, and is also entitled to leave pay for parts of a year in proportion to the time worked.
——————————
– Article 112:
Every worker is entitled to fully paid leave on the Eids and occasions specified by the Executive Regulations.
Sick leave
– Article 117:
A worker whose illness is proven is entitled to paid sick leave for the first thirty days, three quarters of the wage for the following sixty days, and unpaid leave for the next thirty days within one year, whether continuous or not. One year means the year starting from the date of the first sick leave.
Marriage, birth and bereavement leave
– Article 113:
Subject to the leave for female workers set out in this Law, the worker is entitled to fully paid leave of five days on the death of their spouse or one of their ascendants or descendants, or on their marriage, and three days on the birth of a child. The employer may request supporting documents for these cases.
Royal Decree No. (M/44) dated 1446/2/8 AH was issued approving amendments to certain articles of the Labor Law (effective from 1446/8/20 AH)
This article was amended to read as follows: “Subject to the leave for female workers set out in this Law, the worker is entitled to fully paid leave of (five) days on their marriage, or on the death of their spouse or one of their ascendants or descendants, and (three) days on the death of a brother or sister, all counted from the date of the event; and (three) days on the birth of a child, to be taken within (seven) days of the birth. The employer may request supporting documents for these cases“.
Maternity leave for women
– Article 151:
- A female worker is entitled to fully paid maternity leave of ten weeks, distributed as she wishes, starting at most four weeks before the expected delivery date, which is determined by a medical certificate certified by a health authority.
- A woman may not be employed in any case during the six weeks following delivery, and she has the right to extend her leave by one month without pay.
- If a female worker gives birth to a sick child or a child with special needs whose health requires constant care, she is entitled to one month’s fully paid leave starting after her maternity leave ends, and may extend it by one month without pay.
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– Article 154:
When a female worker returns to work after maternity leave, she has the right to take a break or breaks to nurse her baby totaling no more than one hour a day, in addition to the rest breaks given to all workers. This time is counted as actual working hours and does not reduce her wage.
Royal Decree No. (M/44) dated 1446/2/8 AH was issued approving amendments to certain articles of the Labor Law (effective from 1446/8/20 AH), and this article was amended to read as follows:
“1- A female worker is entitled to fully paid maternity leave of (twelve) weeks, of which the six weeks following delivery are mandatory; she may distribute the remaining six weeks as she sees fit, starting four weeks before the expected delivery date, which is determined by a medical certificate certified by a health authority. If the remaining leave is less than (six) weeks because the delivery was later than expected, the shortfall is counted as unpaid leave. In all cases, the female worker may extend this leave by (one month) without pay.
2- If a female worker gives birth to a sick child or a child with a disability whose health requires constant care, she is entitled to (one month’s) fully paid leave starting after her maternity leave ends, and may extend it by one month without pay“.
Widow's leave
– Article 160:
- A Muslim female worker whose husband dies is entitled to fully paid iddah leave of not less than four months and ten days from the date of death. If she is pregnant during this period, she may extend this leave without pay until she gives birth, and may not use the rest of the iddah leave granted under this Law after giving birth.
- A non-Muslim female worker whose husband dies is entitled to fully paid leave of fifteen days.
In all cases, a widowed female worker may not work for anyone else during this period.
The employer may request supporting documents for these cases.
Hajj leave
– Article 114:
The worker is entitled to paid leave of not less than ten days and not more than fifteen days, including the Eid al-Adha holiday, to perform Hajj once during their service if they have not performed it before. To qualify, the worker must have spent at least two continuous years working for the employer. The employer may set the number of workers granted this leave each year according to work requirements.
Exam leave
– Article 115:
- If the employer agrees to the worker enrolling in an educational institution, or accepts their continued enrollment, the worker is entitled to fully paid leave to sit exams for a year that is not being repeated, for the actual number of exam days. If the exam is for a repeated year, the worker is entitled to unpaid leave for the actual exam days. The worker loses the leave pay if it is proven they did not sit the exam, without prejudice to the employer’s right to take disciplinary action.
- If the worker did not obtain the employer’s consent to enroll in an educational institution, they may take leave to sit exams for the actual exam days, deducted from their annual leave if available; otherwise they may take unpaid leave for the actual exam days.
- The worker must apply for the leave at least fifteen days in advance.
The employer may ask the worker to provide documents supporting the leave request and proof that they sat the exam.
Unpaid leave
– Article 116:
With the employer’s consent, the worker may take unpaid leave for a period agreed by both parties. The employment contract is considered suspended during any part of the leave exceeding twenty days, unless the parties agree otherwise.
Working in another job during leave
– Article 118:
While on any of the leave provided for in this chapter, the worker may not work for another employer. If the employer proves the worker did so, it may withhold the worker’s pay for the leave period or recover what it already paid.
Preparing the workplace for women
– Article 158:
In all places where women work and in all occupations, the employer must provide them with seats so they can rest.
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– Article 159:
- Every employer with fifty or more female workers must provide a suitable place with enough nannies to care for the workers’ children under six years of age, if the number of children is ten or more.
- The Minister may require an employer with one hundred or more female workers in one city to establish a nursery, alone or jointly with other employers in the same city, or to contract with an existing nursery to care for the workers’ children under six years of age during working hours. In this case the Minister sets the conditions and arrangements governing the nursery and decides the share of costs charged to the female workers who use the service.
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