Références
Labour Law, Royal Decree No. M/51
Date:
21 Aug 1970;
(voir dans NATLEX
»)
Champ d'application
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
: 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): 3 mois
Art. 53 LC: 90 days not renewable.
Obligation d'informer le travailleur des raisons du licenciement: Oui
Motifs autorisés (licenciement justifié):
Motifs prohibés: congé de matérnité
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.
Travailleurs bénéficiant d'une protection particulière: femmes enceintes ou en congé de maternité
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 30 days for monthly paid workers and 15 days for the others.
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.
Notification à l'administration publique No
Notification aux syndicats (représentants des travailleurs) No
Notification aux représentants des travailleurs: No
Accord des syndicats (représentants des travailleurs) No
Accord des représentants des travailleurs No
Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté) No
Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...) No
Règles de priorité de réembauche No
Notes / Remarques
No legal provisions on collective dismissals.
:
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.
: 0.25 mois
: 0.33 mois
: 0.5 mois
: 1 mois
: 2 mois
: 2.5 mois
: 7.5 mois
: 17.5 mois
:
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.
: 0.25 mois
: 0.33 mois
: 0.5 mois
: 1 mois
: 2 mois
: 2.5 mois
: 7.5 mois
: 17.5 mois
travailleurs miniers: 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".
directeurs /cadres dirigeants: Oui
Art. 78 LL.
police: 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.
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.
See: http://www.mol.gov.sa/mol_site/Guidebook.doc
Règlement des litiges individuels par arbitrage: Oui
Art. 224 LL: The parties can agree to settle the dispute through arbitration.