Labour Law, Royal Decree No. M/51 as last amended by the Ministerial Resolution No. 50945 adopted on 29 January, 2017
Date:29 Jan 2017;
(voir dans NATLEX »)
Taille des entreprises exclues (≤): aucune
Catégories de travailleurs exclues: membres de la famille de l'employeur, travailleurs agricoles, travailleurs domestiques, gens de mer, athlètes
Art. 7 LL: The following shall be exempted from the implementation of the provisions of this Law:
(1)The employer's family members, namely, the spouse, the ascendants and descendants who constitute the only workers of the firm.
(2)Domestic helpers and the like.
(3)Sea workers working on board of vessels with a load of less than five hundred tons.
(4)Agricultural workers other than the categories stated in Article (5) of this Law.
(5)Non-Saudi workers entering the Kingdom to perform a specific task for a period not exceeding two months.
(6)Players and coaches of sports clubs and federations.
CDD reglementés: Oui
Motifs autorisés de recours au CDD: aucune limitation
Sec. 55 LL
Nombre maximum de CDD successifs: 2
Art. 55(2) LL.
Durée cumulée maximum de CDD successifs: 36mois
Art. 55 (2) LL: If the original contract term and the renewal period amount to three years and the two parties continues to implement it, the contract shall become an indefinite term contract.
See art. 37 LL on foreign workers.
Durée maximale de la période d'essai (en mois): 6 mois
Art. 53 LC: probationary period is extended to up to 180 days with the 2015 reform.
Obligation d'informer le travailleur des raisons du licenciement:
Oui
Sec. 75 LL: the contract can be terminated by either party for a valid reason to be specified in a written notice.
Sec. 75 LL: "a contract of an indefinite term can be terminated by either party for a valid reason to be specified in a written notice".
Sec. 80 LL: provides for a list of behaviours entailing dismissal without notice (dismissal for serious misconduct).
No statutory provision on non-discrimination in the LL.
Maternity leave: sec. 155 LL
Note: dismissal during pregnancy is not prohibited. What is only prohibited is dismissal during illness resulting from pregnancy provided the absence of the worker does not exceed 180 days.
Limited protection. No prohibition of dismissal of pregnant women as such: the prohibition only covers maternity leave (sec. 155 LL: 10 weeks period) and period of illness resulting from pregnancy or delivery provided it does not exceed 180 days (sec. 156 LL).
Forme de la notification du licenciement au travailleur: écrite
Art. 75 LL.
Délai de préavis:
Art 75 LL: the notice period shall be at least 60 days for monthly paid workers and 30 days for the others.
ancienneté ≥ 6 mois:
ancienneté ≥ 9 mois:
ancienneté ≥ 2 ans:
ancienneté ≥ 4 ans:
ancienneté ≥ 5 ans:
ancienneté ≥ 10 ans:
ancienneté ≥ 20 ans:
Indemnité compensatrice de préavis: Oui
Art. 76 LL.
Notification à l'administration publique: Non
Notification aux représentants des travailleurs: Non
Autorisation de l'administration publique ou d'un organe judiciaire: Non
Accord des représentants des travailleurs: Non
Définition du licenciement collectif (nombre d'employés concernés): No legal definition.
Consultation préalable des syndicats (représentants des travailleurs): Non
Notification à l'administration publique: Non
Notification aux représentants des travailleurs: Non
Autorisation de l'administration publique ou d'un organe judiciaire: Non
Accord des représentants des travailleurs: Non
Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté): Non
Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...): Non
Règles de priorité de réembauche: Non
No legal provisions on collective dismissals.
Indemnité de licenciement:
The Labour Law provides in art. 84 for an end-of-service award that shall be due at the end of the work relation, no matter the reason of termination of employment (retirement, end of the fixed-term contract, "force majeure", resignation). Such award shall amount to half-month wages for each of the first five years of service and one-month wages for the following years. It is however reduced in case of resignation.
ancienneté ≥ 6 mois: 0.25 mois
ancienneté ≥ 9 mois: 0.33 mois
ancienneté ≥ 1 an: 0.5 mois
ancienneté ≥ 4 ans: 2 mois
ancienneté ≥ 5 ans: 2.5 mois
ancienneté ≥ 10 ans: 7.5 mois
ancienneté ≥ 20 ans: 17.5 mois
Indemnité de licenciement pour motif économique:
No specific redundancy payment. However, the Labour Law provides in art. 84 for an end-of-service award that shall be due at the end of the work relation, no matter the reason of termination of employment (retirement, end of the fixed-term contract, "force majeure", resignation). Such award shall amount to half-month wages for each of the first five years of service and one-month wages for the following years. It is however reduced in case of resignation.
ancienneté ≥ 6 mois: 0.25 mois
ancienneté ≥ 9 mois: 0.33 mois
ancienneté ≥ 1 an: 0.5 mois
ancienneté ≥ 2 ans: 1 mois
ancienneté ≥ 4 ans: 2 mois
ancienneté ≥ 5 ans: 2.5 mois
ancienneté ≥ 10 ans: 7.5 mois
ancienneté ≥ 20 ans: 17.5 mois
Compensation pour licenciement injustifié - montant librement déterminé par la cour: Oui
Art. 77 LL: "If the contract is terminated for an invalid reason, the party who is harmed by such termination shall be entitled to indemnity to be assessed by the Commission for the Settlement of Labor Disputes, taking into account the termination circumstances and actual and potential material and moral damages sustained".
Possibilité de réintégration dans l'emploi: Oui
Art. 78 LL.
Conciliation préalable obligatoire: Oui
Prior to referrimg any dispute to the Commission (acting as a Labour Court), it shall be brought to the labour office which shall attempt to settle it amicably (art 220 LL).
No information available as to any mandatory conciliation before the Commission for the Settlement of Labour Disputes.
Courts ou tribunaux compétents: tribunal du travail
Art. 77 LL & art. 210 to 228 LL on labour disputes settlement.
The competent body is the Commission for the Settlement of Labour Disputes which is part of the judiciary.
The Commission can only be seized after the amicable settlement before the labor office has failed.
Règlement des litiges individuels par arbitrage: Oui
Art. 224 LL: The parties can agree to settle the dispute through arbitration.