The Article 75 rule after the 2025 amendments
The calculator applies Article 75 of the Labor Law issued by Royal Decree M/51, as amended by Royal Decree M/44 of 1446H, effective 19 February 2025. The rule concerns termination of an indefinite-term contract for a legitimate reason and by written notice.
| Wage frequency | Ending party | Minimum notice |
|---|---|---|
| Monthly | Worker | 30 days |
| Monthly | Employer | 60 days |
| Not monthly | Either party | 30 days |
The tool displays the statutory number of days only. It deliberately does not calculate an end date because Article 75 does not itself settle every receipt, effective-date, calendar, or contractual counting issue needed for that result.
Why does the tool stop for a fixed-term contract?
The Article 75 table is tied to indefinite-term contracts. A fixed-term contract may instead end on expiry or be affected by renewal, early termination, or a contract clause. The tool therefore returns an out-of-scope state instead of applying a 30/60-day rule to a category not placed in that table.
Article 76 and pay in lieu of notice
Where the terminating party does not observe the notice period, current Article 76 provides an amount to the other party equal to the worker's wage for that notice period itself, unless the parties agree to more. This calculator does not estimate that amount because it does not collect wage data.
Notice pay is different from Article 77 compensation. One concerns an unobserved notice period; the other is the statutory formula for unlawful termination where the contract does not specify compensation. The Article 77 calculator keeps those computations separate.
Limits of the displayed period
Proof of when notice was received, its written form, a longer contractual period, date-counting questions, or a dispute over contract classification is not decided by this tool. The notice-period guide provides the wider statutory context.
The calculation runs in the browser and does not send the selections to an AI model.