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.
Family Rights & Benefits
Maternity, parental leave and child benefits in Saudi Arabia.
Family rights for expats in Saudi Arabia operate under a combination of Saudi Labour Law (for employment-related benefits), Saudi Civil Status law (for registration), and Sharia family law (for divorce, custody, and inheritance). In 2026, Vision 2030 reforms have significantly expanded women's rights — women no longer need a mahram (male guardian) for most activities, and gender equality in the workplace is increasingly enforced. However, Sharia remains the framework for personal status matters including marriage, divorce, and child custody, which can significantly affect expat families in ways that differ from their home country law.
Maternity Leave (إجازة الأمومة)
Before birth: Up to 4 weeks before the expected delivery date may be taken as part of the total leave.
After birth: Minimum 6 weeks after birth must be taken as protected maternity leave. Total maternity leave: 12 weeks (84 days) fully paid under the Saudi Labour Law as amended. Mother may distribute the first 6 weeks before or after delivery; the 6 weeks after delivery are mandatory. Additional 1 month unpaid extension available on request. Additional 1 month paid leave if the child is born with a disability or serious health condition requiring constant care.
Job protection: Employment is protected during maternity leave — termination during pregnancy or maternity leave is prohibited under Saudi Labour Law. If dismissed, the employee is entitled to full maternity benefits plus ESB. Return to the same or equivalent position is guaranteed.
Paternity Leave (إجازة الأبوة)
Max duration: 3 days paid paternity leave for male employees upon birth of a child. This applies to expat workers under Saudi Labour Law.
Split rules / Elterngeld: Paternity leave must be taken at the time of birth — it cannot be accumulated or deferred. Some employers offer more generous paternity leave voluntarily — check your contract. There is no shared parental leave system equivalent to Scandinavian models.
Benefits
Maternity Medical Coverage
CCHI health insurance covers maternity care. Standard plans: SAR 10,000–30,000 maternity benefit cap (delivery + pre/postnatal care). Enhanced plans may cover more. Co-payments apply depending on plan tier.
Duration: Per pregnancy event
Eligibility: All employees and their spouses covered under CCHI employer plans (if dependents are included in the policy — check your specific plan).
How to apply: Via your CCHI insurer — pre-register the pregnancy and confirm maternity coverage limits before delivery.
Private hospitals offer superior maternity services. Maternity ward packages range from SAR 10,000 (basic shared room delivery) to SAR 80,000+ (private VIP maternity suites). Budget for the gap between CCHI coverage and actual hospital costs.
Nursing Break Entitlement
Saudi Labour Law entitles nursing mothers to one extra hour per day (combined from regular breaks) for nursing for 18 months from the child's birth.
Duration: 18 months from birth
Eligibility: All female employees returning from maternity leave.
How to apply: Inform HR department — no formal application required, but document the arrangement in writing.
Annual Pilgrimage (Hajj) Leave
Muslim employees are entitled to Hajj leave once during their employment with that employer — unpaid but job-protected.
Duration: Duration of Hajj pilgrimage — typically 1–2 weeks
Eligibility: Muslim employees who have not previously performed Hajj while employed with that employer.
How to apply: Request via HR with advance notice. Non-refusal permitted if employee has not previously taken Hajj leave with the employer.
Non-Muslim expats are not entitled to Hajj leave but can take annual leave for religious observance in their home country.
Bereavement Leave
5 days paid leave for death of a spouse or first-degree relative (parent, child, sibling). Muslim employees: additional time for religious mourning (iddah) if applicable.
Duration: 5 days
Eligibility: All employees.
How to apply: Notify HR immediately; provide death certificate documentation on return.
Sick Child Leave (Family Care Leave)
Not explicitly codified as a separate entitlement in Saudi Labour Law — sick leave provisions and annual leave are the primary mechanisms.
Duration: Not standardised
Eligibility: Some employers offer explicit "family care" or "dependent sick leave" policies — check your contract.
How to apply: Via employer HR policy — negotiate in your contract if important.
Sick child leave
Saudi Labour Law does not provide a specific paid sick-child leave entitlement separate from the employee's own sick leave. In practice, parents typically use their own sick leave entitlement or annual leave for child illness. Some more progressive employers (multinationals, healthcare organisations) offer explicit family care or sick-child leave policies. Negotiate this in your employment contract if it is important.
Birth registration
Children born in Saudi Arabia require: (1) Hospital birth certificate from the delivering hospital. (2) Registration with Saudi Civil Status (for Saudi nationals) or Saudi authorities for residency documentation. (3) Registration at your home country embassy or consulate — essential for the child's passport and citizenship documentation. (4) Iqama application for the child as a new dependent — through the employer's PRO. (5) CCHI health insurance addition for the newborn — notify your insurer within 30 days of birth. Non-Muslim births are registered with Saudi authorities but children are not subject to Sharia family court jurisdiction unless both parents are under Saudi jurisdiction.
Childcare rights
Public daycare and nurseries (حضانات) are primarily available for Saudi nationals. Expat families rely on private nurseries and nannies. Private nursery costs in Riyadh 2026: SAR 1,500–5,000/month. International nurseries affiliated with international schools: SAR 3,000–8,000/month. Domestic helpers (live-in nannies) are common among expat families — typically from the Philippines, Indonesia, or Ethiopia; minimum wages and conditions regulated by the Domestic Worker Law (2013). Domestic worker recruitment via licensed agencies only — direct recruitment from abroad without an agency is not permitted.
Family Rights
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