The full-year Article 109 minimum
This tool follows the Labor Law issued by Royal Decree M/51, as amended by Royal Decree M/44 of 1446H, effective 19 February 2025. Article 109 sets these minimums for a full annual-leave year:
| Continuous service with the same employer | Full-year statutory minimum |
|---|---|
| Fewer than five completed years | 21 days |
| Five completed years or more | 30 days |
These are floors. A contract, work regulation, or employer policy may provide a better benefit.
What the planner calculates
The planner takes the full-year minimum, adds only carry-in or extra days that the user has already verified in the employer's records, and subtracts days used in that same leave year. Article 110 provides the statutory context for postponement and carry-over; this tool does not decide whether a particular postponement or consent requirement was satisfied.
The output is deliberately labelled a planning balance for the full leave year. It is not a statement of leave accrued to today's date and does not prove the balance in an HR system.
Why some cases stop
If the fifth service anniversary occurs during the leave year, one annual rate cannot safely be applied to the whole period without a reviewed transition method. The tool stops rather than assign 21 or 30 days to every part of that year.
This version also excludes Article 111 cash value and part-year proration. Those questions can depend on exact dates, the governing leave year and calendar, wage records, employment status, and other facts that a whole-month shortcut cannot establish.
The annual-leave guide explains the broader rules. The calculation itself runs in the browser and sends no service length or leave balance to an AI model.