Official Reference
Saudi Labor Law at a Glance
Key numbers, rights, and obligations under Royal Decree M/51 — the complete quick reference for HR teams and employers in Saudi Arabia.
48
Max hours/week
21–30
Annual leave days
90
Max probation days
150%
Overtime pay rate
60
Notice period (days)
30
Full-pay sick days/yr
Working Hours
| Period | Daily Max | Weekly Max | Applies To |
|---|---|---|---|
| Regular (standard) | 8 hours | 48 hours | All employees |
| Ramadan | 6 hours | 36 hours | Muslim employees |
| Break requirement | Required after every 5 consecutive hours | All employees | |
Annual Leave Entitlement
| Years of Service | Annual Leave | Notes |
|---|---|---|
| Less than 5 years | 21 days/year | Minimum entitlement |
| 5 years or more | 30 days/year | Upgraded entitlement |
| Hajj leave | Unpaid leave for Hajj once during employment (if not previously taken with employer) | |
Sick Leave (Per Year, After Probation)
| Period | Duration | Pay Rate |
|---|---|---|
| First period | 30 days | Full pay (100%) |
| Second period | 60 days | 75% pay |
| Third period | 30 days | Unpaid |
| Total per year | 120 days | Decreasing pay scale |
Medical certificate from an approved physician required. Employer may not terminate during sick leave.
Maternity & Paternity Leave
| Type | Duration | Pay | Notes |
|---|---|---|---|
| Maternity leave | 10 weeks | Full pay | Can start up to 4 weeks before expected delivery |
| Extended maternity | Up to 1 month | Unpaid | For medical reasons with doctor's certificate |
| Paternity leave | 3 days | Full pay | Upon birth of child |
| Breastfeeding breaks | 2 breaks/day (1 hr each) | Paid | During first 12 months after birth |
Probation & Notice Periods
| Rule | Duration | Notes |
|---|---|---|
| Standard probation | 90 days max | Either party can terminate without notice or compensation |
| Extended probation | Up to 180 days | Only if agreed in writing by both parties |
| Notice — indefinite contract | 60 days | Required by either party to terminate |
| Notice — fixed-term contract | As per contract | Early termination triggers compensation |
Overtime
| Scenario | Rate | Notes |
|---|---|---|
| Hours beyond weekly limit | 150% of hourly wage | Beyond 48 hrs/week (or 36 during Ramadan) |
| Work on rest day | 150% or compensatory day | Compensatory day within 30 days |
| Work on public holiday | 150% or compensatory day | Must be agreed in advance |
End-of-Service Gratuity (EOSB)
| Scenario | Years of Service | Gratuity Rate |
|---|---|---|
| Resignation by employee | Less than 2 years | None |
| 2–10 years | Half-month wage per year | |
| 10+ years | Full month's wage per year | |
| Terminated by employer (not for cause) | 2+ years | Full month's wage per year |
| Terminated for cause (Art. 80) | Any | Employer may forfeit gratuity |
Calculated on last basic wage. Use ZenHR's Service Termination Calculator to get the exact figure.
Official Public Holidays
| Holiday | Duration | Notes |
|---|---|---|
| Eid Al-Fitr | 4 days | End of Ramadan; dates follow lunar calendar |
| Eid Al-Adha | 4 days | Includes Arafat Day + 3 Eid days |
| Saudi National Day | 1 day | 23 September |
| Saudi Founding Day | 1 day | 22 February |
| Total minimum | 10 days | Employer may grant additional holidays |
Key Employee Protections
| Protection | Rule |
|---|---|
| Wage payment | Must be paid at least monthly; protected under the Wage Protection System (WPS/Mudad) |
| Termination during sick leave | Prohibited — employer cannot terminate an employee on approved sick leave |
| Termination during maternity | Prohibited — employer cannot terminate a pregnant employee or during maternity leave |
| Non-discrimination | Wage discrimination based on gender, disability, or age is prohibited |
| Saudization (Nitaqat) | Private sector companies must meet minimum Saudi national employment quotas |
| Minimum working age | 15 years; special rules apply for juvenile workers aged 15–18 |
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Source: Saudi Arabia Labor Law, Royal Decree M/51 and its amendments. Ministry of Human Resources & Social Development — mhrsd.gov.sa. For reference only — not legal advice.