SLL Basic Information

Saudi Labour Law (Basic Information)


Al Faisaliah Tower, Riyadh, KSA

The Ministry of Labour in the Kingdom of Saudi Arabia welcomes all people coming to work and wishes that they have a successful period until they complete their work and return to their home countries. The Ministry, along with all concerned agencies, would like to assure all workers that they arc guests of the Ministry, and is keen to take care of them in accordance with the Islamic Lain (Shari’ah), applicable rules and International Charters. The Ministry of Labour has prepared this Manual Guide for migrants coming to work in the Kingdom of Saudi Arabia in order to provide basic information on the Kingdom and to illustrate the provisions of the Labour Law and its rules of implementation that determine the relation between worker and employer which in turn would result in providing a suitable work environment for migrants, preserving their rights and establishing an appropriate work relation between the two parties of production. This Guide will lead to a better understanding of the labour market in the Kingdom. The Ministry hopes that this Manual Guide would achieve its expected access and the meant objective. Also the migrant worker will find between this Guide’s pages the answers to what questions he/she has in mind. The Ministry wants to prepare the worker to know about the work environment in the Kingdom and then coping with it when arriving. However, embassies and consulates working in the Kingdom of Saudi Arabia hopefully will coordinate with the concerned agencies in their own countries to consider this Manual a basic source guide for migrant workers by which they can get to know what lawfully rights they have and what they arc obligated to do. The Ministry of Labour wishes you a successful and prosperous work period .

Basic Information on the Kingdomeof Saudi Arabia

The Kingdom of Saudi Arabia consists of thirteen regions, they are:
1. Riyadh region

2. Makkah region

3. Eastern region 4. Madinah region

5. Qassim region

6. Aseer region

7. Jazan region

8. Najran region

9. Tabuk region

10. Northern Border region

11. Hail region

12. Baha region

13. Jouf region
.:. Capital: Riyadh
.:. Population: 20.8 Mil1ipn
.:. Religion: Islam
.;. Official Language: Arabic
.:. National Day: The first day of Libra, corresponding to September 23.
.:. Currency: Saudi Riyal (SR. = 100 Halala) US. $1 = SR. 3.75.
.:. The state adopts free market economy method. It opens its doors to workers from all over the world with no limitations, provided that they meet the physical, professional, educational and training conditions. Employers may apply to recruit labours from all countries around the world within the framework of the Labour Law, implementing decisions and other related applied laws.

General Guidelines

In the Kingdom of Saudi Arabia, the Labour Law is a comprehensive law which regulates all aspects of work relation. It is also a balanced law which provides for both workers and employers what is needed to regulate work relation between the two parties. This law is applicable to all workers, with no exceptions, whether they were Saudis or non-Saudis. Respecting the laws and considering their provisions assist to achieve the stability of work relation, and such stability is the key to progress and development. Based on this concept, the Ministry of Labour published this Manual for workers and for all who are interested in work relation in the Kingdom. The Ministry also advices, especially workers, to consider the following:

  1. Make sure that the work contract is made in writing.
    2.Being punctual in work timing.
    3.Try not to be absent from work without a prior permission or an acceptable excuse.
    4.Comply with the orders of your superiors at work.
    5.Do not misuse tools and machineries at the establishment and work place.
    6.Do not make any hostile act against your superiors by word or deed.
    7 .Do not fake illness.
    8.Do not ignore the instructions of occupational safety and health.
    9.Try not to run away from the work place unless it is an emergency.
    10. Resume work immediately after the annual vacation or any other leaves.

11 .After entering the Kingdom of Saudi Arabia, make sure that the employer had started in the procedures for issuing work permit and resident permit within (90) days of your arrival. Any permit or license required by other agencies to conduct a work and profession will not replace the need for the work permit.

12 .Work only for the employer who recruited you. If you work with other than your employer, this would be considered illegal, unless formal procedures are done.

13. Do not engage in a profession other than the one registered in your work permit before performing regulatory procedures.

14. In case you face any problem or grievance from certain individuals within the establishment in which you work, and you could not friendly resolve it, then approach the concerned labour office in your area.

15. Trade of people or visas is considered illegal practice and who conducts such action would be punished according to the law.

16. The establishment shall bear the costs of medical care for its workers according to the Labour Law and the rules of implementation for regulating the establishment work approved by the Ministry of Labour.

17. The establishment should register all its w9rkers in the Occupational Hazards Branch. In the event of occupational injuries and diseases, rules and provisions of the Occupational Hazards Branch of the Social Insurance Law will be applied.

Work Permit, Resident permit and Recruitment Fees

1. The employer must obtain a work permit and resident permit for the recruited worker within (90) days as of the arrival date of the worker in the Kingdom. In case the work permit and resident permit were not obtained, the employer shall be deemed responsible to pay penalties accordingly. Moreover, the work conducted by the worker, in this case, is in violation of the Law and the decisions regulating the recruitment of non-Saudi. Workers in such circumstances may report this case to the concerned labour office in order to make the necessary procedures towards the employer.

2. The worker should be physically fit to do the work  he/she was recruited for and should not be suffering from any diseases proved by a medical report issued for each worker from one of the specialized medical centers in the Kingdom, according to applicable instructions made for this purpose.
3. Work permit is issued for one or two years renewable for a same period of validity with the approval of the employer and the worker for renewal. In this case, the work permit should immediately be renewed upon expiry, if the employer fails to renew the work permit and the resident permit, the applicable penalties to those who violate the laws of residence and labour shall be imposed on that employer. Whereas the worker is the one aggrieved for not renewing such permit, he/ she shall ask the employer to renew the work permit and the resident permit as long as the work relation remained ongoing. If the employer did not respond to that, the worker should report this to the concerned labour office to make the proper procedures towards the employer.

4. The employer is obligated to bear the fees for worker entry visa, in addition to the fees for resident permit, work permit and transferring the worker’s services in relation to work. Also the employer shall bear the fees for issuing Exit and Return Visa.

5. All workers should carry with them the work permit and the resident permit whenever they travel within the Kingdom, and they should present such permits to officials from related governmental agencies, such as labour offices and the Directorate General for Passport.

How can the work permit and the resident permit be obtained?

I. Work Permit.  

The Ministry of Labour (Labour Offices) issues the work permit according to certain conditions. As for the worker, the following conditions must be met:

1. Worker entry to the Kingdom must be legal.

2 .Worker should be contracted with a Saudi employer or with an authorized non-Saudi employer under the Investment Law.

3. Worker should have occupational ability or hold educational qualifications required by the state.

4. Worker should hold a valid passport for at least six months.

5 .Worker should be physically fit and not suffering from any diseases.

II. Resident permit

The resident permit is issued by the Directorate General for Passports located all over  the Kingdom’s regions according to specified conditions. (Note: Most companies retained a copy of Residence Permit  in the expat 201 file since Work Permit and Residence permit are one in nature).

Work Contract

The work contract is a contract signed by both of the employer and the worker, where the latter is obligated by this contract to work under the management and supervision of the employer in turn for a wage. It also includes the terms of work agreed upon between both parties.
1. Before arriving in the Kingdom, the worker should have obtained a work contract signed by the worker and the employer (or a representative) with whom the worker will work. This contract should be written in Arabic. It may be written in another language in addition to Arabic, knowing that the Arabic version is the one that will be considered. There must be no other contracts signed.

2.The worker should obtain his/her copy of the contract and should hold on to it during the work period in the Kingdom.

3. The work contract should state the date of signing and the date of commencement. The location and period of work should also be specified in case the contract is time-limited. Additionally, the wage and allowances must be mentioned in the contract as well as the worker occupation.

4. The worker shall be under a probational period for three months as of the date of starting work. The worker should not be subjected to a probationl period more than once with any employer. It must be stated in the contract, clearly and in writing, that the worker will be subjected to a period of probation. Also the period must be clearly specified.

Working Hours and Vacations

1. The maximum limit for regular working hours is eight hours per day or (48) hours per week. The working hours may increase or decrease by the approval of the Ministry of Labour in accordance with the provisions of the Labour Law. Such change depends on the type of activity and the nature of work. The period of time the worker spends on commutation, prayer and rest shall not be accounted for in working hours. However, during the month of Ramadan, working hours will decrease by two hours for the workers who perform Fasting.

2. The worker is paid an extra amount of wage for over-time working hours equals the wage he/she receives in a regular day plus (50%), whereas one hour of over time equals (150%).

3. Friday is an official holiday (day oft) with full pay. After the approval from the concerned labour office, the employer may replace that day for some of the workers with any day of the week, provided that the number of working days shall not exceed six days. The workers are to be allowed in all circumstances to perform their religious obligations.

4. The worker is entitled to an annual vacation no less than a period of fifteen days if he/ she had spent in service one full year and this period is fully paid in advance. The vacation may increase to twenty one days whenever the worker spends ten consecutive years in service with the employer. It may be agreed upon to extend such vacation period if such extension is provided in the work contract or the labour rules of implementation for regulating work for the establishment. The employer may decide the start of such vacation according to work needs. The worker may take unpaid vacation no longer than ten days in one year, provided that the employer approves this.

4. The worker is entitled to a full pay sick leave for the first thirty days of his/her sickness, then 3/4 of wage pay for the following sixty days in one year. The sick leave is provided according to a “medical report issued from a physician approved by the employer. If the employer has no authorized physician, the medical report may be issued by a physician assigned by the specialized agency of the government.

5. The worker is entitled to other paid vacations as follows:
a. Three days in case of marriage.
b. One day in case of child birth..
c. Three days for Eid Al fiter holiday as of the following day o fthe  twenty ninth of Ramadan.
d. Four days for Eid Aladha as of the day Pilgrims a represent in Arafat.
e. One day for the National Day of the Kingdom corresponding to the first of Libra (23 of September).
f. The employer (upon his wish) may extend periods of Eid holiday vacations more than what were mentioned above whether before or after the specified dates.
g. For female workers, pregnancy and birth vacation is detailed as follows:

(1) The female worker is entitled to a period of vacation for ten weeks, four of such are prior to the expected date of delivery and the other six weeks are after delivery. The expected date to give birth is estimated by the establishment’s physician or by a medical report certified by the Ministry of Health. The employer should not make any female worker conduct her duties during the first six weeks after she gives birth. During the pregnancy and delivery vacation, the female workers are paid half of their wages if they spent one year or more in service with the employer. They will be paid their full wages if theyhad three years or more of service as of the start date of the vacation.

(2) The female worker, after returning to work from pregnancy and delivery vacation, may take rest breaks no longer than one hour per day in order to nurse her baby, in addition to rest breaks given to all workers.

(3) The employer shall bear the expenses of physical examination, treatment and delivery.

(4) The employer should not dismiss the female worker during her pregnancy and birth vacation.

Termination of Work Contract

The work contract signed by the worker and the employer IS terminated in the following cases:

 1. If both parties agreed to terminate the contract, provided that the worker approval should be in writing.

2.  If the contract specified period has ended.

3.  The work contract specified period shall be terminated by the end of the work contract period. If the employer and the worker continued with the contract execution, the contract shall be considered without a specified period for its termination.

4. The employer and the worker may terminate the work contract which do not has a specified period, due to a legitimate reason after notifying the other party in writing thirty days before termination.

5. The worker should not be dismissed from work without a justified reason. In case the worker was dismissed without a justified reason, he/she may approach the concerned labour office within two weeks of termination.

6. The employer may dismiss the worker without a prior notice in any of the following cases:

a. If the worker impersonate a fake personality or a nationality, or had submitted false certificates or documents.

b. If the worker was under the probational period or prior to the end of the probational period.

c. If the worker intentionally or negligently made a mistake in which a sizable financial loss inflected on part of the employer, provided that the employer reports this to the concerned agencies within (24) hours as of the time the employer knew about such mistake or neglect.

d. If the worker violates the instructions of work safety or place of work.

e. If the worker did not care for the main duties on his/her part according to the work contract.

f. If the worker was legally convicted or sentenced by a court for a moral crime or an offence that affects honor, trust or morals.

g. If the worker discloses any secrets of the establishment in which he/she works.

h. If the worker assaults the employer or the responsible manager during working hours.

i. If the worker was absent without a. justified reason for more than twenty non-consecutive days or ten consecutive days during one year.

1. When the work contract ends, the next presumed step is for the worker to return to his/her country after receiving all entitlements. If the employer did not commit to deliver all the worker’s entitlements, the worker should report this to any labour office located all over the Kingdom.

2. The instructions state that any worker can not obtain a travel visa unless the employer submits a proof that the worker had received all his/her entitlements.

Private Recruitment Agencies

1. There is a number of authorized private recruitment agencies in the Kingdom allowed to intermediately recruit workers from outside the Kingdom.

2. These agencies work according to specific rules. They are not allowed to take any fees from the worker for intermediate recruitment. Moreover, these agencies collect their fees from employers who requested them to participate in recruiting workers from abroad. Such dealings are agreed upon between the two parties (the authorized agency and the employer).

3. In case any Saudi private recruitment agency requires to be paid any amounts of money from any worker as fees for recruitment, the worker should report this to the nearest  labour office in the Kingdom in order to take necessary procedures towards the owner of such agency. These procedures are being made because the recruitment agency is not permitted to charge any fees from workers in accordance with the provisions of the Saudi Labour Law, decisions and provisions regulating the work of the private recruitment agencies.

4. Private recruitment agencies may recruit workers for their own private work and under their supervision for the purpose of providing interested employers with labours (labour services)for a limited time period according to regulating provisions for these services, provided that such labours supplied by private recruitment agencies are only male workers. This does not apply to the provision of female workers.

5. There are restrictions for providing labour services. The most important of these restrictions are:

a-Providing appropriate accommodation for workers.

b-The signed contract between the recruited worker and the recruitment agency must state that the agency has the right to assign the worker under its supervision to provide labour services for employers interested in such tasks.

c-Complying with all obligations imposed by Labour Law, Social Insurance Law, implementing regulations and decisions issued for the application of such two laws.

d-Provision of labour services should be supplied in adequate wages.

Labour Offices and Settling Labour Disputes Committees

There are thirty seven labour offices located all over the Kingdom of Saudi Arabia distributed within its regions and most of its districts according to the table shown at the end of this Manual guide. Every worker may approach any of these offices and inquire about any issue relating to his/her work relation with the employer in order to be enlightened as to his/her obligations and rights. The worker may submit a complaint to the labour office nearest to him/her. Labour offices look into all labour disputes and seek to friendly settle these disputes between the worker and the employer. If this was not accomplished, the case shall be raised to specialized labour committees. These committees are considered as special courts to study the labour cases and make decisions in accordance with the Labour Law.

These committees are:

  1. Preliminary Committees for Settling Labour Disputes.
  2. High Committee for Settling Disputes, which has a number of divisions in the Kingdom’s regions. Ninth: List of Labour Offices in the Kingdom by Regions and Districts with their telephone numbers, and the telephone number of the Department of Migrant Labour Care in the Ministry.



134 thoughts on “SLL Basic Information

    • Alvin,

      The Answer is NO. There’s no provision written in the SLL that salaries can be delayed up to 3 months.

      Article 61. In addition to the duties provided for in this Law and the regulations and decisions issued for its implementation, the employer shall be required to:

      1. Refrain from using the worker without pay and shall not, without a judicial instrument, withhold the worker’s wages or any part thereof.

      Article 90

      1. The worker’s wages and all other entitlements shall be paid in the Country’s official currency. Wages shall be paid during working hours and at the workplace in accordance with the following provisions:

      • Workers paid on a daily basis shall be paid at least once a week.
      • Workers paid on a monthly basis shall be paid once a month.
      • If the work is done by the piece and requires a period of more than two weeks, the worker shall receive a payment each week commensurate with the completed portion of the work. The balance of the wage shall be paid in full during the week following delivery of the work.
      •In cases other than the above, the worker’s wages shall be paid at least once a week.

      Article 235
      An employer who violates the provision of Article (90) of this Law shall be subject to a fine of not less than five hundred riyals and not more than three thousand riyals. The fine shall be multiplied by the number of the workers subject of the violation.



      • 8 months na po ang husband ko sa jan sa Saudi. Dpo sila pinasweldo ng 2 months. Ibibigay daw po iyon kapag natapos na ang 2 yr contract nila.

        Sinabi nyo pong hindi po allowed ang anumang company na gawin to. What if pinapirma po ang mga empleyado para magbigay po ng consent dito? Ano po ang pedeng gawin tungkol dito?

        Pag nagresign po sya after a yr pero dpo tapos ang 2 yr contract, nabanggit nyo po sa comment sa baba na ala pong makukuhang benepisyo. Pero makukuha po kaya ung 2 months compensation na hinold ng employer?

        Salamat po

        • Doinks,

          Labag nga sa batas ang pag-hold ng sweldo sa mga mangagagawa pero kung pumirma sila at sinag-ayonan ang ganitong policy, wala po tayong magagawa dahil bakit nila ito sinang-ayonan. Puwede rin na mag complaion sa Saudi Labor Office pero maliit ang chance na sa atin papanig ang batas.

          Ipagdasal na rin natin na totohanin nilang ibigay ang na-hold na sweldo. Kung hindi, puwede nilang gawin itong pambayad sa kanilang nagastos pag-kuha sa iyong asawa sa Pilipinas.


  1. Good day po!

    i’ve been here at KSA since sept 2009,napag-usapan po nmin ng amo ko na 27 months po ang, by december 2011 po matatapos.ask ko lang po, renew na po ang iqama ko november 2010 pa, for year of 2011.ngyn ang sabi po ng amo ko, 2 years po valid ung iqama ko na hindi nya po muna me tinanong. so ibig sabihin po b nun hanggang nov 2012 p po ako d2?at ang usapan nuon ay 27 months lng?supposedly, by january 2012 makakauwi na po ako.

    sana po mabigyan nyu po ako ng unting linaw,maraming salamat po.

    • Marvin,

      Ang lahat ng pag-uusap lalo na po kung ang ating interes ang nakasalalay, dapat lamang po na mayrong kasulatan. If ever mayroon kayong kasulatan tungkol dito, ibig sabihin, dapat lamang na sundin kung ano ang nakapaloob nito.

      Kung sakaling walang kasulatan, kausapin mo ang iyong amo na tuparin ang usapan based on the “word of honor”. Kung ayaw pansinin, kausapin ng maige ang employer at gumawa ng valid reason kung bakit gusto mo ng umuwi.


  2. Magandang hapon po sa inyo,ako po at sampu ng aking mga kasamahan ay tapos na po ng aming kontrata at kame po ay nag extend na rin ng 2 buwan ngunit hanggang ngayon po ay hindi pa rin po kame pinapauwi.Sa ngayon po kami ay tumigil na po sa pagtatrabaho sa kadahilanan pong puro nlng pangako ang aming pag uwi at pati po ang aming sahod hanggang ngayon ay hindi pa rin po naibibigay.Sana po ay matulungan nyo po kami.
    Maraming salamat po.
    God Bless.

  3. gud day po mag wa 1 yr plng po aq s bgo kong co. on february plano po sna ng asawa q n gwin nlng nya kong dependant under his sponsor allowed po b un?khit n against ang company ko?

    • Hi Rana,

      Ang alam ko dito sa pinaglilingkuran ko na Government institution, hindi puwede kung ang wife ng kanilang worker ay nag work sa ibang sponsor. Pero kung may mga anak kayo, puwedeng sa husband or sa wife nakakabit ang iqama ng mga anak. Medyo limitado po ang aking nalalaman tungkol dito, the best way is to ask a friend na couple at maaring makapagbigay sila ng tamang kasagotan.

      Regards and I’m sorry for my late reply.


  4. Ask ko lang kung how many days given for vacation after 2 years of contract finished and how much you will receive as pocket money??

    • Squall,

      42 days ang puwede mong hingin sa iyong employer ayon sa batas paggawa artikulo 109.1 “A worker shall be entitled to a prepaid annual leave of not less than twenty one days“… Ang pinag-usapan dito ay annual leave. It means if your contract is 2 years then you can request for a vacation of 42 days.

      Para sa kontratang nakasulat ang eksaktong panahon, at ang kontrata ay natapos na, ang worker ay may karapatang bigyan ng ESB na ang basihan ng kalkulasyon ay kalahati (1/2) ng buwan na suweldo (last monthly wage) kada taon sa loob ng unang limang taon…..Art. 84,SLL.

      Salamat sa pagbisita.


      • gud morning po.

        salamat po sa inyong sagot tanong ko na din po kung sakaling hindi ko tapusin yun 24 months na kontrata ko at magbakasyon ako ng mas maaga, magtatapos po kasi ang kontrata ko sa June 23, 2011 at gusto kung magbakasyon ng May 14 or. Magkano po kaya ang idededuct ng kompanya sa perang makukuha ko?

        • Squall,

          Anong ibig mong sabihin sa hindi taposin at magbakasyon?

          Kasi kung hindi mo taposin, ibig sabihin – resign ka.

          Kung magbakasyon ka lang, idaan mo sa request at baka maaprobahan ang early request for vacation mo. Wala itong kabayaran kung papayagan ka ng employer na magbakasyon ng maaga at babalik dito with exit re-entry visa. Not unless, your employer will ask you to shoulder your ticket back home for the reason na maaga kang umuwi at hindi pa sa tamang araw ng iyong pag bakasyon.

          Kung ang tanong mo – mag resign ka at hindi taposin ang iyong kontrata, your employer will surely ask for compensation for the expenses incurred in getting you to work in KSA. Hindi ko lang alam kung magkano. Kung mag resign ka rin at di natapos ang 2 years contract, wala kang makukuhang benepisyo.



  5. Bago pa lang po ako dito sa Saudi, naka-1year na ako sa company ko and plan ko magresign.. Ask ko lang po kung may mga babayaran ako kung magresign ako sa company ko? At ano po ang mga babayaran ko? Makakabalik po ba ulit ako sa Saudi in how many days or months after may resignation..


    • Mark,

      Kung 2 taon ang pinirmahan mong kontrata, nakasaad sa batas paggawa na obligado ka or ang iyong employer na taposin ang napag-usapang taon sa kontrata. Kung sakaling isa sa inyo ang gustong putolin or i-terminate ang kontrata na walang kadahilanan, ito ay magbigay daan upang bayaran ang naagrabyadong partido. Maaring hingin sa iyo ang kabayaran ng kanyang lahat na nagastos sa pagkuha sayo sa Pilipinas, kasama na rito ang iqama at medical expenses.

      But please note, there is a new ruling for those who resign or did not complete the agreed two years contract and goes home – you can only come back to KSA or stay out of KSA for one year.



      • Thanks po sa reply.. Nabanggit nyo po na dapat valid ang reason kung magreresign, pwede po ba maging dahilan na hindi maganda ang pamamalakad ng company. At pwede din po ba kung family matters ang reason?

        Maraming salamat po ulit.


        • Mark,

          Valid man o Hindi, dito sa KSA basta dimo natapos ang kontrata, usually manghingi ng kabayaran. Pero baka naman maiba pag sa employer mo. Subukan mong mag resign with valid reason at tingnan mo kung ano ang reply. If ever pauwiin ka na walang kapalit, mas ok. Pero medyo positive ako na maningil talaga. Subukan mo lang, wala namang mawawala, pero kung magpabayad, nasa iyo na yon kung ituloy mo ang pag resign.

          Regards and good luck.


    • Aj,

      There are Filipinos in the Northern part of KSA but I can’t say “a lot” of them.

      Wikipedia says: The Northern Borders is the least populated province of Saudi Arabia. It is located in the north of the country, bordering Iraq. It has an area of 127,000 km² and a population of 237,100 (1999). Its capital is ‘Ar’ar.

      Online Odyssei traveller says: It has a watering station and a power station. It engages in a wide range of agricultural activities including the production of dates, other fruit, and vegetables; and the managing of livestock (camels, goats and sheep). Ar’ar is the crossing point for many of the Iraqi pilgrims entering the Kingdom to perform Hajj.

      Hope this helps.


    • Hi Rona,

      How many days? One day lang ang dapat ikaltas. However, there are factories and companies in KSA na gumawa ng kanilang sariling policy such as, if their worker is absent for 1 day withut a valid reason – dalawang araw ang kanilang kinakaltas pero dapat may consent ang worker or pinaalam sa worker ang rules na ito in a form of a memorandum.

      Sa batas paggawa the provision about absences that is subject for temination of the worker is – “if the worker was absent without a justified reason for more than twenty non-consecutive days or ten consecutive days during one year”.



      • hello po ulit so 2 days lng po pla ang dpt ikaltas for 1 day absent mktarungan po bng kaltsan ng 5 days cut salary?mdlas po kc ang pagaabsent ng mga tao dhil d po mdaling mbigyan ng sickleave hanggat d 40 degrees ang lgnat so ngi2ng invalid ang absences ok lng po b n ganun ang gwin nilang dedeuctions?my article no. po b ang ngpa2tunay dito?salamat po

        • Rona,

          Ang sinabi ko sa inyo ay – mayrong company na gumawa ng ganitong policy, ibig sabihin sariling company policy ngunit ito ay hindi naka paloob sa batas paggawa. Ibig sabihin walang dapat magkaltas ng 2 araw sa isang absent lamang, lalong lalo na po pag 5 araw sa iisang absent lamang.

          Kung mayroon mang sariling policy ang isang kompanya tungkol dito dapat lamang naipa-alam ito sa mga workers in a form of a memorandum.

          Sana nakuha mo ang punto sa usaping ito.



        • Rona,

          Please read SLL on Offenses and Penalties as addition to my earlier reply:

          Article (13):
          The Ministry shall approve the work organization regulation and all amendments to it within sixty days from the date of its submission to the Ministry.

          If such period elapses without approval or objection, the regulation shall be considered effective as of the end of such period.

          The employer shall announce the regulation by displaying it in a prominent location in the firm or by any other means that ensures the workers’ awareness thereof.

          Article (67):
          An employer may not inflict on a worker a penalty not provided for in this Law or in the work organization regulation.



  6. Sir do you have a copy of a standard living and housing allowance that mentioning to be 3 months of basic salary per year as standard saudi policy and percentage of salary increment per contract and standard how many years per contract impose by saudi labor, bec our company are forcing us to sign 5 years every contract with only 10 percent salary increment. PLease if you have any copy about how much must be the standard housing allowance and increment that we must received and how many years is tha standard contract. please send me a copy

    • Hi Guill!

      As far as I know, theres no such thing as standard living and housing allowance, percentage of salary increment and years per contract imposed in KSA or SLL. However, some Saudi government institution do have but not all expats are covered in this policy. I mean para lang sa mga Saudi citizens ngunit may mga Saudi government institution na minsan isinama nila ang mga expats sa mga pribilihiyo na natatanggap ng kanilang mga kalahi. Please note, Saudi government institution and companies or establishments owned by the Saudi government and not private companies are covered in this policy.

      Tungkol naman sa salary increment, depende yan sa private companies or sponsors na magbigay or hindi. But in Saudi owned companies or govt. institutions mayrong tinatawag na “evaluation” or resulta ng kanilang evaluation sa workers and its up to the head of the department how many precentage will be given to their worker, it varies from 2 to 10 percent increase per year. Some companies and government institiutions give a 10 percent uniform salary increment to their workers per year. Lucky are those workers na mayroong hinihintay na 10% increase every year. When it comes to housing allowance, government instutitions and some private companies (not all) usually give to their worker an equivalent 3 months basic salary per year as housing allowance but it must be written in the contract and not just a verbal agreement. Also, there’s no such thing as standard transportation allowance, it still depends.

      As for the contract, the Saudi Labor Law is silence on this regards but for me 5 years contract is called SAKAL na kontrata dahil hindi ka puwdeng mag exit kung hindi ma tapos ang 5 years. Pero usually in KSA 1 and 2 years contract lang ang pinag-usapan.



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