Your Rights as an Expat Employee in Saudi Arabia (2026)

Saudi Arabia's labor law got its biggest overhaul since 2015 in February 2025. Stronger worker protections, modernized employment rules, and closer alignment with international standards. This guide covers every major right that applies to you as an expat worker.

Employment Contracts

Every expat employment relationship must be governed by a written contract. Since 2025, all contracts must be registered on the Qiwa platform or they are legally invalid.

Key rules

• Fixed-term by default. If your contract does not specify a term, it automatically becomes a one-year fixed-term contract that renews if work continues.
• Arabic prevails. Bilingual contracts are common, but the Arabic version wins in any dispute.
• Mandatory clauses must cover work hours, overtime, compensation breakdown, and remote work arrangements where applicable.
• Wage Protection System (WPS): Your employer must pay your salary through an approved bank transfer system. No exceptions.

What your contract must include

Element	Requirement
Job title and description	Must match the role you were hired for
Basic salary	Specified in SAR
Housing allowance	Stated separately (relevant for GOSI calculation)
Work hours	Maximum 8 hours/day, 48 hours/week
Contract duration	Fixed-term with start and end dates
Probation period	If applicable, must be stated explicitly

Probation: 90 Days, Extendable to 180

Duration

• Standard probation is 90 days. Official holidays and sick leave do not count toward this total.
• Can be extended to 180 days if both parties agree in writing.
• You cannot be put on probation twice by the same employer.

Termination during probation

• Either party can end the contract during probation without compensation, unless the contract limits this right to one side.
• If you are terminated during probation, your employer must still pay any outstanding wages and repatriation costs.

After probation

Once probation ends, you are confirmed. Standard termination rules and notice periods apply from that point.

Leave Entitlements

Annual leave

Years of Service	Entitlement
Less than 5 years	21 calendar days per year
5 years or more	30 calendar days per year

Key points:

• Your salary must be paid before the leave starts, not after.
• Unused leave can carry over, though your employer may require you to use it within the year.
• When your employment ends, you get cash compensation for any unused leave days.

Other leave types

Leave Type	Duration	Notes
Sick leave	Up to 120 days/year	First 30 days full pay, next 60 at 75%, last 30 unpaid
Maternity leave	12 weeks (full pay)	Increased from 10 weeks in the 2025 amendments
Paternity leave	3 days	Must be taken within 7 days of birth
Bereavement leave	3 days	For death of a sibling (new in 2025)
Marriage leave	5 days	Paid
Hajj leave	10-15 days	Once during employment, after 2+ years of service
Eid al-Fitr	4 days	Paid public holiday
Eid al-Adha	4 days	Paid public holiday
National Day	1 day	September 23
Founding Day	1 day	February 22

Working Hours and Overtime

Standard workweek: 48 hours across 6 days, max 8 hours per day. During Ramadan, Muslim employees work 6 hours per day (36 hours/week).

Overtime

• Requires your consent.
• Paid at 150% of hourly wage (base rate + 50%).
• Capped at 720 hours per year.

Weekly rest

Friday is the default rest day. The employer can substitute another day with MHRSD (Ministry of Human Resources and Social Development) approval, but you are entitled to at least one full rest day per week (24 consecutive hours).

End-of-Service Benefits (ESB)

This is your gratuity. Under Articles 84 and 85 of the Labor Law, the formula applies equally to Saudi and non-Saudi employees.

How ESB is calculated

• First 5 years: Half a month's wage per year of service
• After 5 years: One full month's wage per additional year

ESB is based on your last basic salary only. Housing, transportation, and other allowances are excluded unless your contract says otherwise.

Example

Employee with 8 years of service, final basic salary SAR 10,000:

Period	Calculation	Amount
First 5 years	5 x (10,000 / 2)	SAR 25,000
Next 3 years	3 x 10,000	SAR 30,000
Total ESB		SAR 55,000

ESB if you resign

The amount depends on how long you have worked:

Years of Service	ESB Entitlement
Less than 2 years	Nothing
2 to 5 years	One-third of full gratuity
5 to 10 years	Two-thirds of full gratuity
More than 10 years	Full gratuity

Payment deadline: ESB must be paid immediately when employment ends. Employers who delay can face penalties.

Resignation: The 30-Day Auto-Accept Rule

The 2025 amendments added a major protection for employees who want to leave.

How it works

1. Submit a written resignation to your employer.
2. The employer has 30 days to respond.
3. No response within 30 days? Your resignation is automatically accepted (Article 79 Bis).
4. The employer can postpone acceptance for up to 60 days if business needs require it, but must explain in writing before the 30-day window closes.
5. You can withdraw your resignation within 7 days of submitting it, unless the employer has already accepted.

Notice period

Standard notice period is 30 days for indefinite-term contracts, or as specified in your contract for fixed-term agreements. During the notice period, you get one paid day off per week to job-hunt.

Anti-Discrimination Protections

The 2025 amendments explicitly ban workplace discrimination based on gender, age, nationality, and disability. This covers recruitment, pay, training, and promotions.

Sponsorship Transfer Rights

One of the biggest recent reforms. You can now transfer your sponsorship (kafala) to a new employer without your current employer's consent if:

• Your contract has expired
• Your employer has not paid wages for 3+ months
• Your employer has violated the contract terms
• Your employer filed a false absconding (huroob) report
• Your Iqama (residency permit) expired because of the employer's negligence

Checklist: Protect Your Rights

• Verify your contract is registered on the Qiwa platform
• Confirm your probation period is stated in writing
• Check that your salary matches WPS records
• Keep copies of all pay slips and employment documents
• Track your leave balance and ensure unused days are recorded
• Calculate your projected ESB regularly
• Save the MHRSD complaint hotline: 19911
• Get familiar with the Musaned and Qiwa platforms

Filing a Complaint

If your rights are violated:

1. MHRSD online portal (hrsd.gov.sa) for labor disputes
2. Qiwa platform for contract-related issues
3. Labor courts for formal proceedings (free of charge)

The process starts with an amicable settlement attempt. If no resolution within 21 days, the case moves to labor court.