Labor
Source-backed guides to the Saudi Labor Law: end-of-service benefits, leave, wages, notice periods, and contract termination — with article and official source.
From hiring to end of service: practical guides to what the Saudi Labor Law says about wages, leave, resignation, dismissal, and end-of-service benefits — each guide cites the governing article and official source.
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Tools for this section
- Start hereEmployee Rights in Saudi Arabia After the 2025 Labor Law AmendmentsA complete guide to private-sector employee rights in Saudi Arabia after the Labor Law amendments effective 19 February 2025: end-of-service benefits, notice, dismissal and compensation, wages, leave, and the labor complaint path.
- Start hereHow the Saudi End-of-Service Benefit Is CalculatedHow the end-of-service benefit is calculated under the Saudi Labor Law: the Article 84 rule, the actual-wage base, resignation fractions, and verifiable worked examples.
- Start hereHow to File a Labor Complaint in Saudi ArabiaStep-by-step procedure for filing a labor complaint in Saudi Arabia: preparing documents, the amicable settlement stage at the Ministry of Human Resources, then referral to the Labor Court via Najiz — general legal information, not legal advice.
- Do Housing and Transport Allowances Count in EOSB?The difference between basic wage and actual wage under the Saudi Labor Law, how housing, transport, and commissions affect the end-of-service award, and when variable components can be excluded by written agreement.
- Annual Leave and Leave Encashment in Saudi ArabiaAnnual leave under the Saudi Labor Law — 21 days rising to 30 after five continuous years — and how unused leave days are paid out when the employment relationship ends.
- Article 77: Compensation for Unlawful TerminationHow Article 77 of the Saudi Labor Law sets compensation for unlawful contract termination — the statutory formula for fixed-term and indefinite contracts, the two-month floor, and how it differs from Article 80 and notice pay.
- Article 80: Dismissal Without Award or NoticeInformational guide to Article 80 of the Saudi Labor Law: the cases where a contract ends without an end-of-service award or notice, the employer's burden of proof, and the objection path.
- Employee Rights on Dismissal Without Lawful CauseInformation guide to private-sector employee entitlements when a Saudi employment contract is ended without lawful cause: the ordered checklist, Article 77 compensation, the Article 88 settlement deadline, and the dispute path.
- Does Resignation Reduce Your End-of-Service Benefit?How resignation affects the end-of-service benefit under the Saudi Labor Law: the Article 85 one-third/two-thirds table, Article 87 exceptions, and verified worked examples.
- Fixed-Term vs Indefinite Employment Contracts in Saudi ArabiaHow fixed-term and indefinite employment contracts differ under the Saudi Labor Law: how each ends, notice periods, Article 77 compensation, and the special rule for non-Saudi workers.
- Maternity Leave After the 2025 AmendmentsInformation guide to maternity leave under the Saudi Labor Law after the 2025 amendments: 12 weeks at full pay, how the weeks are distributed, the unpaid extension, and dismissal protection during pregnancy and maternity leave.
- Notice Periods Under the Saudi Labor LawStatutory notice periods in Saudi Arabia: the 30/60-day rule for indefinite-term contracts, pay in lieu of notice, and how notice pay differs from Article 77 compensation.
- When Can an Employer Deduct From Salary?When salary deductions are lawful in Saudi Arabia: the permitted cases under the Labor Law, the 10% cap on employer-loan repayments, and the limits on fines and custody-damage deductions.
- Unpaid Wages in Saudi Arabia: The Statutory PathInformation guide to the statutory route when wages are delayed or unpaid in Saudi Arabia: documentation, amicable settlement, the Labor Court, the Wage Protection Program, and Article 81.
Common questions in this section
How much is unlawful dismissal compensation on an indefinite-term contract?
Where the contract does not specify a compensation amount, Article 77 sets it at 15 days' wage per year of service, with a floor of two months' wage. Whether the article applies to a given set of facts is for the Labor Court to decide.
Read the full guideMy dismissal letter just says Article 80 with no details — where does that leave me?
Citing Article 80 in the decision is not enough on its own; the employer must prove the incident actually happened and that the stated ground applies to the case. Where the facts are disputed, the statutory path is amicable settlement through the Ministry of Human Resources, then the Labor Court, which rules on whether the dismissal was valid.
Read the full guideWhat is the difference between basic wage and actual wage?
The basic wage is the core remuneration for the work, excluding allowances. The actual wage is the basic wage plus the allowances, increments, benefits, commissions, and other components due to the worker under the contract, the work organization regulation, or custom. Under Articles 2 and 84, the end-of-service award is calculated on the actual wage.
Read the full guideWhat is the minimum annual leave under the Labor Law?
The statutory minimum is 21 paid days per year, and no agreement below that floor is valid. A longer period granted by the contract or the company's work regulations remains binding because it favors the worker.
Read the full guide