Salient Features of the Saudi Labor Law

Republic Act No. 8042


Other Laws Affecting OFWs

         (Salient Provisions)

Salient Features of the Saudi Labor Law

Presented by:


(Welfare Officer/POLO-OWWA/ Philippine Embassy, Riyadh, KSA)

during the  “OPEN FORUM”

(Know your Rights and Obligations as an OFW in the Kingdom)


organized by



held at New Islamic Center Auditorium, 2nd Industrial Area, Riyadh, Saudi Arabia


Community Leaders Training (OLEP)

I . Introduction

     1.1 Legal Basis 

          –  Constitution (Sec.18, Art. 2; Sec.3, Art. XIII)

     1.2  Definitions

         – Migrant/OFW – Section 3 (a) & Section 2 (a) IRR

         – Overseas Filipinos – Section 3 (c)           

II. Pre – Employment

     2.1  –  Illegal Recruitment – Section 6 (a to m)

               Placement Fees (Excessive/No Placement) – Section 6 (a)

               Inducement – Section 6 (d)

              Contract Substitution/Alteration – Section 6 (i)

              Withholding of Travel Documents – Section 6 (k)

              Failure to deploy  – Section 6 (1)                                                  

–  Economic Sabotage – Committed by a Syndicate/Large Scale

              (Section 6  second to last par.)

                – Persons Criminally Liable – last par.

                – Penalties – Section 7

2.2          Employable Age – Section 2 (k) IRR

2.3          Prohibition on Officials & Employees – Section 8

2.4          Exemption from Travel Tax/Airport Fees – Section 35

III. During Employment

     3.1  –  Resource Center (POLO) – Section 19           

               Mandated Services

               24/7 Operations

                  Highly Problematic Areas – Provision of Lawyer/Social Worker

     3.2     – Confidentiality of Information – Section 20, Section 73 IRR

     3.3  –  Duty to Enforce Emp. Contract – Sec..23 (b2), Sec. 51 IRR

     3.4  –  Legal Assistance – Section 19 (a), Section 24 (b), Section 26

     3.5  –  Priority Concerns-Duty to Assist – Section 27

     3.6  –  Country Team Approach – Section 28

     3.7  –  Non-Increase of Fees – Sec. 35, RRI LOI 537 (Sec.5)

Salient Features of the Saudi Labor Law


* Saudi Labor Law lRoyal Decree No. M/51 l23 Sha’ban 1426/ 27 September 2005

* Hegira calendar applies unless otherwise stated in the work contract lThe governing text is the Arabic text

* This presentation is intended for guidance of overseas Filipino Workers in the KSA.

Coverage-  all workers except:

  – Domestic Helpers and the like

  – Sea workers on board vessels with a load of    less than 500 tons

  – Non-Saudi workers performing specific task for a period not exceeding 2 months   – ETC. (Art. 7)

 *NULL & VOID- condition that contradicts SLL   including release & settlement of worker’s right  unless more beneficial to the worker ( Art. 8) 

WORK CONTRACT- is  a contract concluded  between an employer and a  worker, whereby  the latter undertakes to work under the management or supervision of the former for a wage. (Art. 50, SLL)

 The work contracts for NON-SAUDIS shall be written and of specified period. Otherwise, the duration of the work permit shall be deemed as the duration of the contract. (Art. 37, SLL)

The  work contract shall primarily include: (Art. 52)

Name of the employer, venue ¡Name & Nationality of the Worker, Identification ¡Wage agreed upon ¡Type and location of work ¡Date of employmentDuration of the contract if fixed, subject to the provisions of Art. 37 (and Art. 55) 

The  work contract shall primarily include: (Art. 52)

*  Name of the employer, venue

* Name & Nationality of the Worker, Identification

*  Wage agreed upon

* Type and location of work

* Date of employment

Duration of the contract if fixed, subject to the provisions of Art. 37 (and Art. 55)


A. Basic Wage – all that is given to the worker for his work by virtue of a written or unwritten work contract, regardless of the kind of wage or its method of payment, in addition to periodic increments.

B. Actual Wage – the basic wage plus other due increments decided for the worker for the effort he exerts at work or for risks he encounters

in performing his, or those decided for the worker for the work under the work contract or work organization regulations.

Includes commission, percentage,  allowances, increments, grant, reward and other privileges. (except, Art. 86 for ESA comp.)

Wage – is the actual wage (Art. 2)



1) Payment of Wage- weekly, monthly or commensurate to work completed. Payment during working hours at the workplace, or in bank with the consent of the worker. (Art. 90)

*Deductions must be with written consent of the

worker except Art. 91, 92 & 93 ( 5 day wage,

10%, 25%, 50%)

* Wrongfully detained in work related cases or

occasioned by it, entitled to 50% of the wage for

180 days max. If acquitted, no evidence or

charge invalid entitled to balance. If convicted,

employer cannot recover. (Art. 97)

2) Working Hours (Art. 98 &99)

   – 8 hrs. per day or 48 hrs. per week  (except managers, guards, intermittent  works by necessity, janitors, etc. Art. 108)

   – 6 hrs. during Ramadan

   – 7 hrs. hazardous, harmful jobs

   – 9 hrs. if worker does not work continuously

    – 10 hrs. exigency cases (Art. 106)

 3.         Rest Periods (Art. 101,102 & 103)

 -30 mins. each for rest, prayer and meals but total working hours shall not exceed 11 hrs.    (except those workers in Art. 108) 

 – not compensable, not under employer’s authority & not required at workplace.     

4.         Weekly Rest Days

            – Friday or any day of the week

            – not convertible to cash

            – full pay ( Art. 104)

            – may be consolidated up to 8 weeks in certain cases (Art. 105)

5.         Overtime (Art. 107)

            – hourly wage plus 50% of basic wage

            – if computed weekly, hours in excess thereof   shall be deemed overtime hours

            – works during holidays and Eids

6.         Vacation Leave (Art. 109)

            – 21 days annual leave

            – increase to 30 days after 5 yrs. in service

            – may not forego or receive cash in lieu

            – employer to notify worker at least 30 days 

            – worker may postpone leave to the following year with employer’s approval

            – employer may postpone leave for 90 days  but further postponement must be with  written consent of worker & shall not  exceed the end of the year following the  year the leave is due. ( Art. 110)

            – worker entitled to payment of accrued days of leave if unused and worker leaves the work. (Art. 111)

7. Other Leave With Pay:

            7.1       Eids leave– full pay(Art. 112)

            7.2       Childbirth leave- 1 day full-pay

            7.3       Marriage leave-         3 days

            7.4       Death leave (spouse, or one of ascendants & descendants)3 days (Art. 113)

            7.5       Hajj leave- 10 to 15 days (at least 2 yrs. in service, one time only) Art. 114

            7.6       Exam leave- actual no. of exam days 1st time- fully paid leave / Repeat- unpaid leave (Art. 115)

8.         Sick leave – continuous or intermittent during a        single year & illness has been proven.

                        – 1st 30 days- full-pay

                        – next 60 days- 75% of wage

                        – following 30 days- no pay (Art. 117)

9.         Open leave- without pay & by agreement of the worker and employer.

            – over 20 days contract deemed suspended unless otherwise agreed (Art. 116) 

10.  Work Injuries & Occupational Disease

Temporary Disability- full wage for 30 1st days 75% for the entire duration of the treatment. Will be considered total disability after 1 yr. or medically determined that chances of  recovery are improbable or physically unfit to work. Contract shall be terminated & worker compensated accordingly (Art. 137)

            Permanent Disability or Death- entitled to three (3) years wages or SAR 54k whichever is higher. (Art. 138)

            *Previous employer also liable proportionately in pre-existing injury or illness (Art. 140)

*Employer not liable:

            – suicide or self inflicted injuries

            – caused by intentional misconduct

            – refuses to be examined by a physician or refuses to accept treatment by   company designated physician w/out valid reason. (Art. 139)

            11.       Medical & Social Benefits

                        – availability of first aid medicines

                        – provision of physician

                        – annual medical exam. Etc

12.  Other Benefits:

            (by law or by contract)           

            -Transportation (Art. 148)

            – Housing

            – board & lodging

            – percentage

            – commission

            – bonus

            – scholarship

            – travel, etc.

13.  Benefits Exclusive for Female Workers:

*   Night Work Prohibition (Art. 150)

* Maternity- 4 weeks before & 6 weeks after. – half wage for worker serving at least 1 year  will be paid half wage for reg. annual leave

– full wage for working at least 3 years. reg. annual leave will be without pay ( Art. 151 & 152)

– Medical care, nursery, etc. ( Art. 153, 159)

– 1 hour add’l rest period (Art. 154)

–  Disciplinary action suspended

–  Death of husband leave- 15 days (Art. 160)

Worker to pay:

* Loss, damage or destruction to employer’s properties through fault or violation of instruction (Art. 91)

* Cost of repatriation if unfit for work & if worker resigns without legitimate reason (Art. 40 p2)

* Pay monetary equivalent if notice requirement in termination cases is not complied (Art. 76)

* Pay indemnity in case of termination for an invalid reason (covers actual, potential material and moral damages ) Art. 77

Worker may not work for his own account  (Art. 39(2) in relation to Art. 233)


– Right to discipline workers- (Art. 66)

– Penalty for repeated violations shall not  be harsher if committed after 180 days   from previous violation (Art. 68)

– No offense for not work-related acts committed outside the workplace (Art. 70)

– max. 5-day wage fine/month or suspension without pay may not exceed 5 days per month (Art. 70)

– Due process in disciplinary cases (Art. 71)

Assignment & Transfer

* Prerogative of the employer

* Worker’s work must be consistent with the work permit (Art. 38)

* May be assigned to other duties up to 30 days year (Art. 60)

* Right to allow transfer to other employer but must comply with legal requirements

* Worker’s new employer bear the fees in transfer of sponsorship (Art. 40 p. 3)

* Not allowed to employ workers of other employers nor allow worker to work for his own account (Art. 39 in relation to Art. 233)

Employer pays:

* Recruitment costs

* Iqama and Work Permit (including renewals & fines for delay)

* Change of profession

* Exit & re-entry visa

* Return ticket at the end of contract

* Repatriation costs of deceased worker & his personal belongings unless interred in the KSA or GOSI undertakes the same (Art. 40)

* TNT employers shoulder repat cost (Art.233)

  • Others agreed upon in the work contract

 ** Sale, transfer & assignment of company

  • New employer to give the same rights & privileges. Both employers are jointly and severally liable. The same applies in case of multiple employers (Art. 11)
  • Old & present owner may agree that rights of workers be transferred to new owner with the written consent of the worker. Otherwise, worker may request for termination of contract & collect his dues from his employer (Art. 18)
  • In case of bankruptcy or liquidation, amount due to worker is first rate privileged debts & worker paid an expedited 1 month wage prior to payment of any expenses (Art. 19) 

Work contract is deemed terminated in the following cases:

1)      Expiration of the term or period of contract and the worker express his intention not to renew it;

2)      Force majeure;

3)      Death of the worker;

4)      Death of employer in certain cases;

5)      When the workers attain the age of retirement;

6)      Total disability of worker to perform work; and

7)      Pre-termination of contract by either party.

Pre-termination includes the following:

* If both parties agree to terminate the contract, provided that the worker’s consent be in writing.

* Upon the request of one of the two parties in case of contract of unspecified term.

* Termination by the employer or worker for authorized causes;

* Resignation by worker;

*  Serious illness of worker resulting in long  absence from  work;

* Bankruptcy, dissolution and authorized shutdown of employer’s business, and other cases. (Arts. 74,77, 79 , 80, 81, 82 ).


1.   Worker assaults the employer, manager-in-charge or any of his superiors;

2.   Failure to fulfill the essential obligations of the contract, or obey legitimate orders, or deliberately fails to observe employer’s legitimate instructions despite written warnings;

3.   Misconduct or act infringing on honesty or integrity;

4. Deliberately causes material loss, provided employer reports the incident to the authorities w/in 24 hrs. from discovery;

5. Worker resorts to forgery in order to obtain the job;

6. Worker is hired on probation;

7. Absence without valid reason for more than 20 days in 1 yr. or for more than 10 consecutive days subject to written warning by employer after 10 days of  absence in the first case and five days in the second case;

8. Unlawfully taking advantage of his position for personal gain;

9. Disclosures of work-related industrial or commercial secrets. (Art. 80 )

*Worker forfeits ESA & termination award

1.   Non-fulfillment of employer’s obligations;

2.   Employer resorts to fraud at the time of contracting with respect to the work conditions & circumstances;

3.   Employer assign the worker, without his consent, to perform work essentially different from the work agreed upon and contrary to the Art. 60 of SLL;

4.   Employer, a family member or the manager in-charge commits a violent assault or an immoral act against the worker or any of his family members;

5.   Employer’s treatment is characterized by cruelty, injustice or insult;

6.   Existence of serious hazard known to employer which threatens the safety or health of worker and failed to take necessary action;

7.   Employer or his representative through his actions & particularly his unjust treatment, or violation of the terms of the contract, has caused worker to appear as the party terminating the contract. (Art. 81)

*Worker is entitled to all his statutory rights

5.   Employer’s treatment is characterized by cruelty, injustice or insult;

6.   Existence of serious hazard known to employer which threatens the safety or health of worker and failed to take necessary action;

7.   Employer or his representative through his actions & particularly his unjust treatment, or violation of the terms of the contract, has caused worker to appear as the party terminating the contract. (Art. 81)

*Worker is entitled to all his statutory rights

END of Service Award:

1.   Finished Contract or Pre-Termination With Cause by Worker

      – ½ month wage for each of the first 5 yrs.

      – 1 month wage for each year after 5 yrs.

2.   By Resignation

– 1/3 month wage for each of first 5 yrs. provided worker in service for at least 2 yrs.

– 2/3 month wage after 5 yrs. to 10 yrs.

– 1 month wage after 10 yrs.

  * No Award for valid cause of termination by employer

  * basis of computation is the last wage

  * fraction of the year is to be computed proportionately


Length of Service            : 10 yrs. & 6 mos

Position                 : Mechanic

Basic Salary                     : SAR 1500

Allowances                       : SAR 500


Actual Wage ( LMAW ): SAR 2000 

( basis for the computation of the ESA )

FORMULA: ( FC ) 10 yrs. & 6 mos. LS                      


1st five year          : LMAW / 2 * LS = ESA                 

                                2000 / 2 = 1000 * 5 yrs. = 5000 ( ESA)

Above five years  : LMAW * LS = ESA                      

                                2000 * 5 yrs. = 10,000 ( ESA )

For fraction of the year:

ESA for one year / 12 * no of months                          

2000 / 12 * 6 =  1000

6 mos. 2000 / 12 = 166.66 * 6 = 1000

Total ESA for 10 yrs & 6 mos. 5000+10000+1000= SAR 16,000


Worker is also entitled for ESA for the fraction of month.


ESA for one month / 30 * no. of days     


15 days                                                                 

166.66 / 30 * 15 = ESA

5.55 * 15 = 83.33 ( ESA for 15 days )

FORMULA: ( PT / WOC ) by the worker ( Resignation )                 

                              3 stages                                  

1- 1st five year                  : LMAW / 2  / 3 * LS = ESA 

                                            2000 / 2 / 3 * 5 = 1666.66

                                            1000 / 3 = 333.33 * 5 = 1666.66 ( ESA)

2- Above five years                       : LMAW / 3*2* LS = ESA    

    & below ten years           2000 / 3 * 2 * 4yrs. = 5333.33 ( ESA )

      :                                     666.66 * 2 =1333.33 * 4 = 5333.33

3- Ten Yrs & above                       : LMAW * LS = ESA

                                            2000 * 1 = 2000 ( ESA)

For fraction of the year:

ESA for one year / 12 * no of months                 

2000 / 12 * 6 =  1000

6 mos. 2000 / 12 = 166.66 * 6 = 1000 ( ESA for 6 mos.)

Total ESA for 10 yrs & 6 mos. 1666.66+5333.33+2000 + 1000 = 10,000.00


Internal (within the company)

l  Personal

l  Written            (Art. 72, 91)

l  Arbitration/Grievance Machinery (Contract)

External (outside the company)

            PE POLO-OWWA (Sec. 23(b) RA 8042)

            Saudi Labor Office

            Primary Commission

            High Commission (Art. 210 to 228)

* Jurisdiction (Art. 214)

* Venue (Art. 220)


INTERNAL (within the company)

* Offense– After 30 days from discovery (Art. 69)

* Penalty– After 30 days after investigation & establishment of worker’s guilt (Art. 69)

* Grievances- After 15 days (Art. 91p.2)

* Employer- from discovery of the occurrence

* Worker- from date of notification by employer

Decision- within 15 days from receipt (Art. 72)

Saudi Labor Office, PCSD & HCSD

* Claim of Rights under SLL & Work Contract- After 12 mos. following termination of the work relation. (Art. 222 p. 1)

* Violations of SLL or Regulations & Decisions issued thereunder- After 12 mos. following the date of occurrence of the violation. (Art. 222p.3)

IV. Post Employment

4.1  – Repatriation – Section 15 / 16

* Primary Responsibility – Section 15, Section 52 IRR

* No Fault Determination – Section 53 IRR

* Repatriation Procedure – Section 54 IRR

* Action on Non-Compliance – Section 55 IRR

* Emergency Repatriation – Section 56 IRR

* Mandatory Repat. Of Underage OFW – Sec.16, Sec.57 IRR

* Other Cases of Repatriation – Section 58 IRR

* ERF – Section 59 IRR

 4.2  – Prohibition on Bonds & Deposits – Section 60, IRR

V. Remedies

5.1   Administrative

– POEA, Section 28, IRR/  Illegal Recruitment – Section 14, IRR

5.2  Civil

 –  NLRC /    Section 10, R.A. 8042

 –  NCMB, Art. 260, 261 & 262, Labor Code

5.3  Criminal

–  Appropriate court/tribunal of receiving country (for crimes committed thereat)

 –  Regional Trial Court

–  Illegal Recruitment – Section 6 /  ULP – Art. 248 & 249, LC


    6.1   Family Laws & Status (Applicability)

Marriage (Effects of Nullity, Annulment and Legal    separation)

            Art. 26, 36, 37, 38, 45 & 55, Family Code

Property Relations (Conjugal; Absolute Community,           

 Marriage Settlement by Separation of Property, Live-in Relationship (Art. 147) & Bigamous Marriages (Art. 148)

 – Obligation & Support ( Art. 194, 195, 196, 197, 198)

Necessities: Sustenance, Dwelling, Clothing, Medical  Attendance, Education & Transportation

 – Paternity & Filiation (Art. 164, 165, 167, 168 , 169)

 Children born during marriage are legitimate even if the       mother declares otherwise or guilty of adultery

–  Legitimacy must be impugn during (1, 2, 3yrs) R.A. 9262 – Anti

– Violence Against Women  & Their Children Act

Acts    : Physical, Psychological, Emotional, Sexual & Economic

           Protection:  BPO, TPO, PPO, etc.

Coverage:  married or not; living in or not; dating    relationship; common law and even lesbian relationship

 Employer    to send financial support direct to beneficiaries

 R.A. 9208 – Anti – Trafficking in Persons Act of 2003 (Transnational Crime)


(1) Acts or Series of Acts

(2) Means Employed

(3) Exploitative Purpose

R.A. 7877 – Anti – Sexual Harassment

Committed by  mere utterance or even w/ consent    

R.A. 9225 – Citizenship Retention & Reacquisition Act  (“Dual Citizenship”)

– By taking oath of allegiance

– Usually availed of for convenience

R.A. 9189 – Overseas Absentee Voting Act

– Coverage:   18 yrs. up to vote for Pres, VP, Senators & Party List

– Registration: Period; Requirements; Appeals

-Voting:   Period; Personal or By Mail  (Canvassing & Appreciation of Ballots)

R.A. 9160 (as amended by R.A. 9194)

Anti – Money Laundering Act (AMLA)

– Creation of Anti-Money Laundering Council  (AMLC)

            Ceiling:    P500k or equivalent in foreign currency

–           Suspicious transaction or series of transactions

–          covered even if less then P500k

Basis:       Underlying predicate crime (proceeds of illegal gambling: graft & corruption; frauds, etc.)     

Penalizes: Launderer; remittance facility (by participation, negligence or  failure to report); others who have  knowledge but failed to report & malicious reporting

Reverse Money Laundering (use for terrorism, etc.)


190 thoughts on “Salient Features of the Saudi Labor Law

  1. sir ask ko lang po kung anong benefits makukuha from the company and/or rights ng mag pinapauwi for reason of insanity…di pa tapos ang contract nya pero most likely papauwiin siya ksi wala na siya sa tamang katinuan…does company has right to send him home? what benefits or rights he’s entitled to?…more power!

    • jasper, kung wala na sa katinuan ang isang ofw dapat lamang na pauwiin siya upang hindi na ito makasakit sa kapwa or para ito maipagamot sa atin. dito sa ksa, dalawang beses na akong nakaalam na may ganitong problema at pinauwi naman agad ng employer at sila pa namasahe, upang hindi na makapinsala o maging grabe ang problema. ngnit kung ang kanyang employer ay bato ang puso may karapatan silang humingi ng kabayaran sa nagastos nila upang makuha ang ofw sa pilipinas kasama na dito ang ticket.

      tungkol sa benepisyo, may karapatan ang ofw na hingin ang dapat para sa kanya, kung esb ito, ang computation ay mag end sa araw ng pag aproba ng kanyang paghinto sa trabaho.

  2. thank you po….sana po e makatulong pa kayo ns msgbigay payo sa iba…at yung iba ko pang katanungan,,,,

    more power!!!!!

    • hi adonis,

      kung ang ibig mo sabihin homosexual (tomboy or bading), hindi bawal dito sa ksa, pero kung gumawa ka ng kalaswaan or ilad lad mo sa harap ng mga tao, sa daan, sa shopping center at kung saang pam publikong lugar ksa ang pagka tomboy or bading at makita ka ng polis or mottawa (pari), ihanda mo na lang ang iyong sarili dahil sigurado sa kulongan ka pupulotin.


      Royal Embassy of Saudi Arabia

      • Note:

        The government of the Kingdom of Saudi Arabia did not issue any statement nor issue any decree to ban Filipino gays and lesbians from entering the Kingdom as an OFW. However, the Royal Embassy of Saudi Arabia in Manila issued a memorandum to all its accredited recruitment agencies from accepting gays and lesbian applicants.

        The embassy stated that “officials of recruitment agencies who are responsible in conducting interviews of job applicants to Saudi Arabia are strongly advised to screen them thoroughly so that those belonging to the third sex are exhausted.”

        Accreditation of agencies with the embassy will be in jeopardy if they fail to strictly implement the memorandum.

  3. sir gusto ko malaman kung ilang months/years ako makakabalik sa ksa kung tapos na ang contrata ko diti sa current employer ko. or kung wala time frame. madami po kasi ako naririnig na iba iba opinion with kapwa pinoy bout sa issue.may nagsasabi after 2yrs, iba 6months, iba 3 months, bago maka balik diti with new employer. and totoo po ba yung issue na hindi makalipat ng ibang company kung sa ang nature ng work?
    pls clarrify po.thanks

    • ojay, walang batas sa saudi na nakasulat na hindi ka puwedeng bumalik dito sa ksa after you exit sa iyong previous employer. ngunit, kadalasan dito sa ksa, ang mga employer ay gumawa ng sarili nilang policy na pag umuwi ka, ppirma ka ng promissory note na hindi ka babalik sa ksa in a certain period of time. ang ganitong policy lalo na pag pinirmahan mo ito, maaring maging sagabal sa iyong pagbalik sa ksa with a new employer kasi puwede nilang isumite ito sa immigration at kung ito ay ma i-record sa immigration, maaring makita ang pangalan mo at finger print mo na ikaw at ang may pirma sa promissory note ay iisa.

      secondly, kung makalusot ka sa immigration at pagdating ng panahon na makita ka ng iyong employer or may maka pagsumbong na andito ka sa ksa with new employer na the same line of business ( hindi work) with ur previous employer, ikaw ay puwdeng kakasohan. marami na rin akong mga kaibigan na nagka problema ng ganitong situwasyon. kaya mag ingat at huwag padalos dalos sa desisyon.

      • pwede po bang hindi pipirmahan yung promissory note ng companya before aalis? issue po dito sa company namin if hindi pipirmahan namin malamang hindi nila bbgay yung passport para exit. also if hindi ko po pirmahan yung note na yun, may laban po ba ako sa ministry of labor? salamat po. more power!

        • Ojay, nasa sa iyo iyon kung ayaw mong pirmahan, hindi ko alam kung may laban ka sa labor sa mga ganitong company policy kasi internal policy ito ng kompanya. Minsan pinahintulatan ng Labor ang mga company policy depende sa rason ng interest ng kompanya.

          Ang alam ko, in my esperience, pumirma ako ng pinapirma nila ako ng promissory note.


  4. sir kung may kaso po ba sa labor office (with my previous emp. kasi nakita nila akong bumalik kaso present employr ko rin po ang naging dahilan kya nakita nila ako) hadlang po b yun para d ako makauwi ng pinas kasi nagresign po ako yun po ang ginagawa nilang rason kya d po ako makauwi tapos bago pa po ako nagresign sir ti-nerminate na po nila ako pero until now d pa rin nila ako pinapauwi…d pa po nila binibigay ang housing allowance ko? salamat po.

    • hindi malinaw ang tanong mo rhonie, may kaso ka with ur previous employer sa labor at may work ka ngayon? sa iba? takas kaba? tapos bago ka nag resign tinerminate ka. linawin mo, nag resign ka ba at pumayag sila or tinerminate ka? puwedeng paki kalaro ang tanong. salamat.

      • exit po ako don sa dati kong employer natapos ko po 2yrs contract ko..nakabalik po ako almost two mos. nakita na nila agad ako d2 sa saudi ulit so yun po ang kaso nila samin ng present employer ko. 3 hearings na nattend ko..nagresign na po ako pero d po ako pinapauwi kasi dw po dahil s kaso ko…hnd po b dapat mas pabor yun sa kanila kasi kung papauwiin na nila agad ako tapos n agad ang kaso nong previous employer ko sa prsent employer ko mas makkabuti pa sa aming lahat…tama po b ako?salamat po ng marami…

  5. hi i just want to ask you about the situation of my husband in Riyadh Saudi Arabia. he is working there for about 6 years straight but as TNT because he can’t go back home due to zero papers at all. i am so worried because his employer this time doesn’t want to process his legality in that country he is legal in working there but since his boss left them and and took theirs papers with him and now can;t find that boss so they can’t fix his papers his employer now ask him to pay for his paper so that they will fix it so he did but until now his boss didn’t fix his papers and he wants to go home but the immigration told him to pay for his papers so he can go home but he still need to be staying inside the prison. please tell us what to do or what should my husband needs to do in order to fix his papers and he can work properly.. i’m gonna ba waiting for your reply thank you so much..

  6. Sir, ask ko lang po re:salary release during vacation…a new policy is being implemented by our company. We used to get our full salary before going for vacation (paid until departure date). Now, new policy is to withhold 5 days pay,,,means you\ll get after coming back from vacation. Is this legal? I have always assumed worker’s right to receive full compensation prior to vacation. Please enlighten me sir…more power to you!

    • It is an internal company policy and not found in any provisions of SLL.

      Some companies even ask their employees to pay the half of their ticket and as soon as the worker return from vacation, the company will give back the other half.

      ginagawa ng mga kompanya ito dahil para mapilitang bumalik ang mga worker nila na may re-entry visa. ginagawa kasi ng iba, may re-entry visa pero dina bumabalik.

  7. Hello Sir,
    I would like to ask some questions about my situation here in KSA, I am working with a big fashion retail company here in Riyadh which just started last Dec 2009 and I was assigned to one of their malls and given with a big store. When I was in the process of my application back there in the phils. the company offered me an exciting salary which interest me to took the job, In my joining date with the company they briefed us with the company rules and the contract was very clear then, still what is stated in our contract in the phils. but 3 months later, they sent us a new copy of contract which they said an increment for some who stayed in the company for years but not in my situation because what was stated in the new contract was very different from the original one, in the old contract only basic salary and hta but in the new contract, basic salary, hta and the new shop allowance or what they call responsibility allowance were stipulated. The big problem was, they lessen my basic salary and my hta and made it to a shop allowance or responsibility allowance. 55% of my basic salary was taken and was made shop allowance or responsibility allowance and 25% of my hta was also taken and added to my shop allowance. I really don’t know what move i shall take to this Sir, I am completely unaware of what action I shall take. On the 2nd Situation Sir, as of the moment It has been a month when I took over my store as manager and the sales is really decreasing due to the season a per sales record and now my brand manager has been questioning my existence that according to him I am not doing my job and every time he visits the store he intentionally throws me bad words like i am bullshit, he will kick my ass off the store if the sales doesn’t perform well, shouting even when customers are around and I am feeling not good about it and it’s really degrading me. Can I do legal actions about it Sir? what if I am feed up by all this and fights him back, will that be a ground for termination? and if he will terminate me will I receive financial dues because my 3 months probation period was over already, I am with the company 4 months to date.

    Summary of my queries:

    1. What Action shall i take for my salary and hta which has been lessen and made it to new scheme by the company?

    2. Is there any legal action that I can do for the unjust treatment of my Brand Manager?

    3. If I will fight back, would that be a ground for termination?

    4. If he will terminate me, will I receive financial dues because my probation period was over already?

    Your reply for these important details will really a big help for me.

    Thank you and more power!


    • Deni,

      If you are a Filipino, please go to our polo/owwa. if you are not a filipino, ask help from your embassy and let them handle legal action in your behalf. just dont make any drastic action that could worsen the situation.


  8. Sir, Bago lang po kami dito sa KSA, dumating kami nong Nov 5 2009. Last Dec 2009 nagreklamo po kami sa kompanya (NESCO) kasi yung food allowance namin ay matagal naibigay (Dec 24 sa akin at Dec 15 sa kasama ko), at yung pasahod ng NESCO ay 3 months delayed pa. Nagreklamo din kami sa PISCES na agency sa pinas. By Jan 2010 inilipat kami sa jeddah at nagreklamo ulit kami dahil yung accomodation ay hindi ayos(walang tubig sa toilet, maalat at mahinang supply ng tubig sa kusina), tapos delayed pa rin ang food allowance at wala pa ring sahod kaming natatanggap, walang overtime pay at pinapatrabaho pa kami araw at gabi pati na friday. By early Feb 2010 pilit nila kami pinapagawa ng letter of declaration na wala kaming problema sa NESCO pero tumanggi kami. By Feb 25 2010, nag email ang PISCES sa NESCO to send us back home tapos at nag agree naman ang NESCO at pinatigil kami sa work by Feb 28 2010 at pinafill-up ng exit form at kinuha iqama namin. Sabi nila deduction daw sa sahod namin ang visa worth sar2000, iqama sar750 at medical insurance na sar350 at samin pa ang air ticket. Sabi naman ng PISCES dapat wala daw deduction at libre pa ang air ticket. Ngayon isang buwan na kaming naghihintay dito at hindi pa rin kami pinapauwi kasi hindi pa daw ayos papers namin. Tinawagan na namin ang PISCES pro wala rin silang masagot na resulta. Isip namin iniipit nila kami kasi pati sahod namin hindi na binigay, isang beses lang po kaming nakatanggap ng sweldo last feb 22 2010. Ano po ba maipapayo mo sa aming sitwasyon sir? dalawa po kaming nagreklamo sa kompanya. salamat.

  9. How can i deport my husband from saudi arabia to philippines as soon as possible: He violate the code of discipline 1.Duty to family ,2. Bigamy because he have a third party. Family Laws & Status (Applicability)

    – Marriage (Effects of Nullity, Annulment and Legal separation)

    Art. 26, 36, 37, 38, 45 & 55, Family Code. Can u help me to this situation.

    • Hi Elena,

      I understand your situation, kindly visit OWWA Regional office near your place and ask for their advice. They are the proper office that can give answers and help you in your situation.

      Best regards.


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