Saudi Arabia (SA)
Saudi Arabia is the largest country in the Middle East and the world's leading oil producer — a rapidly transforming absolute monarchy embarking on an ambitious Vision 2030 diversification agenda that has already delivered entertainment venues, mixed-gender events, a booming tourism sector, and the Riyadh Metro.
Employment Rights
Sick leave, dismissal protection and red flags in Saudi Arabia.
Saudi Labour Law (Royal Decree M/51 and its amendments) governs employment for all private sector workers including expats. In 2026, the Qiwa platform digitalises contract registration, labour complaints, and employer/employee records. MHRSD (Ministry of Human Resources and Social Development) enforces compliance. Key expat-specific protections: ESB (End of Service Benefit), WPS (Wage Protection System) salary on time, prohibition of passport confiscation, and the right to transfer employers (Kafala reform 2021). The Nitaqat Saudization system creates an additional layer of compliance that directly affects expats' job security.
Sick leave
Rules: Saudi Labour Law provides for sick leave with documentation: first 30 days fully paid, next 60 days at 75% pay, next 30 days unpaid. Maximum 120 days paid/partially paid sick leave per year. A doctor's certificate from a Saudi MOH-approved hospital or clinic is required from day one of sick leave (unlike some European countries with delayed certificate requirements).
Doctor note: Day 1 — certificate required from day one of sick leave
Employer pay: First 30 days: 100% of salary. Next 60 days: 75% of salary. Next 30 days: 0%.
Long-term: After 120 days of sick leave per year, the employer may terminate the employment contract — with full ESB payment (since termination is not "for cause"). GOSI occupational hazard covers work-related illness/injury separately.
Dismissal protection
Law: Saudi Labour Law (Royal Decree M/51) prohibits arbitrary dismissal. Termination requires a legitimate cause (disciplinary, operational restructuring, or end of contract). Employees dismissed without cause are entitled to: full ESB from day one, 30 days' notice pay (or salary in lieu), and any accrued but untaken annual leave pay.
Deadline to sue: Labour complaints must be filed via Qiwa within 1 year of the incident. Employment contract disputes go to the Labour Court (يمكن).
Probation
Maximum probation period: 90 days (extendable to 180 days by written mutual agreement). During probation, either party can terminate with 30 days' notice (or less — check contract). ESB does not accrue to the employee if they are terminated during probation (though some argue ESB accrues from day 1 — MHRSD guidance supports employer position on probation). In 2026, probation terms must be included in the Qiwa-registered contract. Fixed-term contracts become open-ended after two renewals under Saudi Labour Law.
Notice periods
For open-ended contracts: 30 days' notice from either party (or 60 days if contract specifies). For fixed-term contracts: termination before expiry requires payment of the remaining contract period or negotiated settlement. Employer may require working out the notice period or pay in lieu.
Working time
Max hours: Maximum 8 hours per day / 48 hours per week. During Ramadan: 6 hours per day / 36 hours per week for all employees. The 52-hour cap (Saudi maximum overtime limit) means maximum 4 hours daily overtime. Private sector working week: typically Sunday–Thursday (5 days). Some international companies and Vision 2030-aligned businesses are shifting to Monday–Friday.
Min rest: 24 consecutive hours per week (typically Friday); 11 hours minimum between shifts; 30 minutes break per 6 hours of continuous work.
Overtime: Overtime must be agreed in advance and compensated at minimum 150% of normal hourly rate. Public holiday work: 200% of normal rate (or an alternative day off). Employees cannot be compelled to work overtime without compensation. Keep records of all overtime hours — disputes are common.
Vacation
Minimum annual leave: 21 days after 1 year of service; 30 days after 5 years of service. Leave must be taken within the year or carried forward by written agreement — employers cannot cancel approved leave without compensation. Leave pay must be given before the leave commences. Public holidays (approximately 10 days in 2026) are in addition to annual leave. Religious observance (Friday prayers) is a protected right. Pilgrimage (Hajj) leave: Muslim employees entitled to Hajj leave once during employment — duration varies (typically 1–2 weeks); unpaid but the job is protected.
Anti-discrimination
Saudi Labour Law prohibits discrimination in the workplace based on religion, ethnicity, and sex for protected classes. In practice, some discrimination against certain nationalities and genders occurs in hiring (Nitaqat quotas for Saudi nationals mean expats are structurally disadvantaged in employment). Women have full legal right to work in almost all sectors as of 2026 under Vision 2030 reforms. Domestic workers have separate (weaker) protections under the Domestic Worker Law (2013).
Contract red flags
- !Employer demands to keep your passport — illegal under Saudi Labour Law; your passport must remain with you
- !Contract in Arabic only with no translation offered — request bilingual contract
- !Verbal promises of salary or benefits not included in the written contract
- !Probation period stated as longer than 180 days — this exceeds the legal maximum
- !No mention of ESB entitlement or ESB excluded by name in the contract
- !Contract not registered on Qiwa platform — unregistered contracts are harder to enforce
- !Salary paid in cash without WPS registration — illegal and leaves you without wage protection
- !Employer in Red Nitaqat zone — cannot process your Iqama or renewals
- !Employment category on Iqama does not match actual job title — you may be working illegally
- !No mention of annual leave entitlement or leave that is below the 21-day statutory minimum
- !Overtime work expected as "part of the role" without additional compensation
- !Contract references "Kafala transfer restrictions" that exceed what is legally permitted post-2021 reforms
Employment Rights
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