{"id":4721,"date":"2024-11-11T10:23:53","date_gmt":"2024-11-11T10:23:53","guid":{"rendered":"https:\/\/www.alahadgrouppakistan.com\/?p=4721"},"modified":"2024-11-11T10:23:55","modified_gmt":"2024-11-11T10:23:55","slug":"saudi-labor-law","status":"publish","type":"post","link":"https:\/\/www.alahadgrouppakistan.com\/saudi-labor-law\/","title":{"rendered":"Saudi Labor Law 2025: Comprehensive Guide to New Amendments"},"content":{"rendered":"\n<p>On August 6, 2024, the Saudi Council of Ministers approved significant changes to the Saudi Labor Law, which will become effective on February 18, 2025. These amendments follow the Ministry of Human Resources and Social Development\u2019s (MHRSD) efforts to gather public opinion, with input from over 1,300 participants from various sectors.<\/p>\n\n\n\n<p>The new amendments to the Labor Law aim to support Vision 2030 by improving the work environment, promoting job security, and expanding training and development opportunities. Key updates include changes to 38 articles, removal of 7 articles, and the addition of 2 new articles. Below is an in-depth look at the most critical changes impacting employers and employees.<\/p>\n\n\n\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_71 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #001538;color:#001538\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #001538;color:#001538\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 eztoc-toggle-hide-by-default' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/www.alahadgrouppakistan.com\/saudi-labor-law\/#Saudi_Labor_Law_%E2%80%93_Key_Definitions_and_Terms\" title=\"Saudi Labor Law &#8211; Key Definitions and Terms\">Saudi Labor Law &#8211; Key Definitions and Terms<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/www.alahadgrouppakistan.com\/saudi-labor-law\/#New_Definitions\" title=\"New Definitions\">New Definitions<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/www.alahadgrouppakistan.com\/saudi-labor-law\/#Wage_and_Compensation_Regulations\" title=\"Wage and Compensation Regulations\">Wage and Compensation Regulations<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/www.alahadgrouppakistan.com\/saudi-labor-law\/#Resignation_Procedures\" title=\"Resignation Procedures\">Resignation Procedures<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/www.alahadgrouppakistan.com\/saudi-labor-law\/#Probation_Period\" title=\"Probation Period\">Probation Period<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/www.alahadgrouppakistan.com\/saudi-labor-law\/#Non-Saudi_Contract_Duration\" title=\"Non-Saudi Contract Duration\">Non-Saudi Contract Duration<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/www.alahadgrouppakistan.com\/saudi-labor-law\/#Holiday_and_Leave_Policies\" title=\"Holiday and Leave Policies\">Holiday and Leave Policies<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/www.alahadgrouppakistan.com\/saudi-labor-law\/#Maternity_Leave\" title=\"Maternity Leave\">Maternity Leave<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/www.alahadgrouppakistan.com\/saudi-labor-law\/#Parental_Leave\" title=\"Parental Leave\">Parental Leave<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/www.alahadgrouppakistan.com\/saudi-labor-law\/#Bereavement_Leave\" title=\"Bereavement Leave\">Bereavement Leave<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/www.alahadgrouppakistan.com\/saudi-labor-law\/#Termination_of_Employment\" title=\"Termination of Employment\">Termination of Employment<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/www.alahadgrouppakistan.com\/saudi-labor-law\/#Lawful_Termination\" title=\"Lawful Termination\">Lawful Termination<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/www.alahadgrouppakistan.com\/saudi-labor-law\/#Notice_Period_Adjustments\" title=\"Notice Period Adjustments\">Notice Period Adjustments<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-14\" href=\"https:\/\/www.alahadgrouppakistan.com\/saudi-labor-law\/#Training_and_Development_Policies\" title=\"Training and Development Policies\">Training and Development Policies<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-15\" href=\"https:\/\/www.alahadgrouppakistan.com\/saudi-labor-law\/#Equal_Opportunities_and_Anti-Discrimination\" title=\"Equal Opportunities and Anti-Discrimination\">Equal Opportunities and Anti-Discrimination<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-16\" href=\"https:\/\/www.alahadgrouppakistan.com\/saudi-labor-law\/#Right_to_Appeal_Disciplinary_Actions\" title=\"Right to Appeal Disciplinary Actions\">Right to Appeal Disciplinary Actions<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-17\" href=\"https:\/\/www.alahadgrouppakistan.com\/saudi-labor-law\/#Accommodation_and_Transportation_Allowances\" title=\"Accommodation and Transportation Allowances\">Accommodation and Transportation Allowances<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-18\" href=\"https:\/\/www.alahadgrouppakistan.com\/saudi-labor-law\/#New_Fines_for_Unlicensed_Manpower_Services\" title=\"New Fines for Unlicensed Manpower Services\">New Fines for Unlicensed Manpower Services<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-19\" href=\"https:\/\/www.alahadgrouppakistan.com\/saudi-labor-law\/#Additional_Amendments_to_Articles\" title=\"Additional Amendments to Articles\">Additional Amendments to Articles<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-20\" href=\"https:\/\/www.alahadgrouppakistan.com\/saudi-labor-law\/#Article_2\" title=\"Article 2\">Article 2<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-21\" href=\"https:\/\/www.alahadgrouppakistan.com\/saudi-labor-law\/#Article_37\" title=\"Article 37\">Article 37<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-22\" href=\"https:\/\/www.alahadgrouppakistan.com\/saudi-labor-law\/#Article_72\" title=\"Article 72\">Article 72<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-23\" href=\"https:\/\/www.alahadgrouppakistan.com\/saudi-labor-law\/#Article_74\" title=\"Article 74\">Article 74<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-24\" href=\"https:\/\/www.alahadgrouppakistan.com\/saudi-labor-law\/#Article_75\" title=\"Article 75\">Article 75<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-25\" href=\"https:\/\/www.alahadgrouppakistan.com\/saudi-labor-law\/#Article_107\" title=\"Article 107\">Article 107<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-26\" href=\"https:\/\/www.alahadgrouppakistan.com\/saudi-labor-law\/#Article_113\" title=\"Article 113\">Article 113<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-27\" href=\"https:\/\/www.alahadgrouppakistan.com\/saudi-labor-law\/#Article_151\" title=\"Article 151\">Article 151<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-28\" href=\"https:\/\/www.alahadgrouppakistan.com\/saudi-labor-law\/#Conclusion\" title=\"Conclusion\">Conclusion<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-29\" href=\"https:\/\/www.alahadgrouppakistan.com\/saudi-labor-law\/#Saudi_Labor_Law_FAQs\" title=\"Saudi Labor Law FAQs\">Saudi Labor Law FAQs<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-30\" href=\"https:\/\/www.alahadgrouppakistan.com\/saudi-labor-law\/#What_is_the_new_labor_law_in_Saudi_Arabia\" title=\"What is the new labor law in Saudi Arabia?\">What is the new labor law in Saudi Arabia?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-31\" href=\"https:\/\/www.alahadgrouppakistan.com\/saudi-labor-law\/#What_are_the_rules_for_resignation_under_the_new_labor_law\" title=\"What are the rules for resignation under the new labor law?\">What are the rules for resignation under the new labor law?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-32\" href=\"https:\/\/www.alahadgrouppakistan.com\/saudi-labor-law\/#What_is_Article_81_of_the_Saudi_Labor_Law\" title=\"What is Article 81 of the Saudi Labor Law?\">What is Article 81 of the Saudi Labor Law?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-33\" href=\"https:\/\/www.alahadgrouppakistan.com\/saudi-labor-law\/#What_is_Article_70_of_the_Saudi_Labor_Law\" title=\"What is Article 70 of the Saudi Labor Law?\">What is Article 70 of the Saudi Labor Law?<\/a><\/li><\/ul><\/li><\/ul><\/nav><\/div>\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Saudi_Labor_Law_%E2%80%93_Key_Definitions_and_Terms\"><\/span>Saudi Labor Law &#8211; Key Definitions and Terms <span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"New_Definitions\"><\/span><strong>New Definitions<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>The amendments bring two new terms into the law:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Resignation<\/strong>: Defined as an employee&#8217;s written declaration to end a fixed-term contract without outside pressure, accepted by the employer.<\/li>\n\n\n\n<li><strong>Manpower Activity<\/strong>: Defined as a licensed agency service that recruits employees and provides them to employers on a contractual basis.<\/li>\n<\/ul>\n\n\n\n<p>These definitions clarify employer and employee rights and responsibilities, helping to reduce legal conflicts and confusion.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Wage_and_Compensation_Regulations\"><\/span><strong>Wage and Compensation Regulations<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Changes to wage and compensation policies address overtime, accommodation, and transportation:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Overtime<\/strong>: Employers can now offer compensatory leave instead of overtime pay if the employee agrees.<\/li>\n\n\n\n<li><strong>Accommodation and Transport<\/strong>: Employers must provide accommodation and transportation or offer equivalent allowances.<\/li>\n<\/ol>\n\n\n\n<p>These changes promote flexibility for employers while ensuring employees receive fair compensation.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Resignation_Procedures\"><\/span><strong>Resignation Procedures<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>The new amendments define how resignations should be handled for employees on fixed-term contracts. Here\u2019s what\u2019s new:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Automatic Acceptance<\/strong>: If an employer does not respond within 30 days, a resignation is automatically accepted.<\/li>\n\n\n\n<li><strong>Employer\u2019s Right to Delay<\/strong>: Employers can delay acceptance by up to 60 days if it serves the company\u2019s interests, provided they communicate their reasons in writing.<\/li>\n\n\n\n<li><strong>Right to Withdraw<\/strong>: Employees can withdraw their resignation within seven days if the employer has not yet accepted it.<\/li>\n\n\n\n<li><strong>No Postdated Resignations<\/strong>: Resignations cannot specify a future effective date.<\/li>\n<\/ul>\n\n\n\n<p>These provisions bring clarity to the resignation process, protecting both employer and employee interests.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Probation_Period\"><\/span><strong>Probation Period<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>The amendments introduce new guidelines for probation periods, extending the potential duration to 180 days with mutual consent. Key updates include:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Probation Period Duration<\/strong>: Now 180 days from the start of employment, up from the previous 90 days with an option to extend with written consent.<\/li>\n\n\n\n<li><strong>Right to Terminate<\/strong>: Both employer and employee retain the right to terminate the contract during the probation period.<\/li>\n<\/ul>\n\n\n\n<p>This extended probation period gives employers more time to evaluate new hires, benefiting both parties by promoting informed employment decisions.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Non-Saudi_Contract_Duration\"><\/span><strong>Non-Saudi Contract Duration<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>For non-Saudi nationals, employment contracts are now automatically set as one-year fixed terms, starting from the date of hire. This provision is intended to reduce confusion related to indefinite-term contracts and aligns with the duration of work permit.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Holiday_and_Leave_Policies\"><\/span><strong>Holiday and Leave Policies<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Maternity_Leave\"><\/span><strong>Maternity Leave<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Female employees are now entitled to 12 weeks of paid maternity leave, with six weeks mandated after childbirth. This leave can start up to four weeks before the expected delivery date.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Parental_Leave\"><\/span><strong>Parental Leave<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>The law introduces three days of parental leave for male employees, to be taken within seven days of childbirth.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Bereavement_Leave\"><\/span><strong>Bereavement Leave<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Employees will receive three days of paid bereavement leave in the event of a sibling\u2019s death. This adds to the current bereavement leave for the passing of parents or children.<\/p>\n\n\n\n<p>These changes reflect a move toward better work-life balance, supporting family obligations for both male and female employees.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Termination_of_Employment\"><\/span><strong>Termination of Employment<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Lawful_Termination\"><\/span><strong>Lawful Termination<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>The updated law now includes bankruptcy as a lawful reason for terminating an employment contract. This aligns with common global practices, protecting companies during insolvency situations.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Notice_Period_Adjustments\"><\/span><strong>Notice Period Adjustments<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>The notice period for Saudi nationals to terminate an indefinite-term contract has been shortened to 30 days, while employers must still provide a 60-day notice period. This adjustment brings consistency to notice periods for both employees and employers.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Training_and_Development_Policies\"><\/span><strong>Training and Development Policies<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>The amendments place a stronger emphasis on training Saudi nationals. Employers are now required to develop training policies to help Saudi employees build technical, administrative, and vocational skills. This aligns with Vision 2030\u2019s goal to improve the local workforce and support national talent.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Equal_Opportunities_and_Anti-Discrimination\"><\/span><strong>Equal Opportunities and Anti-Discrimination<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Employers must now ensure equal opportunities without discrimination based on race, color, gender, age, disability, or marital status. These protections extend to both current employees and job applicants, reflecting global best practices for workplace equality.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Right_to_Appeal_Disciplinary_Actions\"><\/span><strong>Right to Appeal Disciplinary Actions<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Under Article 72, employees now have 30 days to appeal a disciplinary action. If the employer does not respond within 15 days or rejects the appeal, employees can take the matter to the Labor Court within the following 30 days.<\/p>\n\n\n\n<p>This new process helps ensure that employees have a fair chance to challenge any disciplinary action they believe to be unjust.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Accommodation_and_Transportation_Allowances\"><\/span><strong>Accommodation and Transportation Allowances<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Employers must now either provide accommodation and transportation or pay a cash allowance if these are not available. This statutory obligation aims to improve employee welfare, especially for lower-wage workers who rely on employer-provided amenities.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"New_Fines_for_Unlicensed_Manpower_Services\"><\/span><strong>New Fines for Unlicensed Manpower Services<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Companies providing manpower services without the appropriate licenses may face fines between SAR 200,000 and SAR 500,000. This measure is designed to curb unregulated recruitment practices and enhance compliance across the labor market.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Additional_Amendments_to_Articles\"><\/span><strong>Additional Amendments to Articles<\/strong> <span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Article_2\"><\/span><strong>Article 2<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>New definitions were added to provide clarity on \u201cmanpower activity\u201d and \u201cresignation.\u201d These terms help to standardize the language of the Labor Law, making it more accessible for all parties.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Article_37\"><\/span><strong>Article 37<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>For non-Saudi nationals, the fixed-term contract is now deemed to be a one-year term, aligning with work permit durations and reducing ambiguity around contract renewals.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Article_72\"><\/span><strong>Article 72<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>The right to appeal disciplinary sanctions now includes a 30-day window for internal appeals, providing employees with more avenues for resolving disputes.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Article_74\"><\/span><strong>Article 74<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Bankruptcy is now an acceptable reason for lawful termination, giving employers a legal path to terminate contracts during insolvency proceedings.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Article_75\"><\/span><strong>Article 75<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Notice period requirements have been revised, with Saudi nationals able to resign with a 30-day notice period.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Article_107\"><\/span><strong>Article 107<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Employees and employers can now agree to compensatory time off in lieu of overtime pay, offering more flexible options for both parties.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Article_113\"><\/span><strong>Article 113<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Paternity leave has been introduced, with three days allocated to new fathers within seven days of childbirth.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Article_151\"><\/span><strong>Article 151<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>The amendments extend maternity leave to 12 weeks, reinforcing support for working mothers.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Conclusion\"><\/span><strong>Conclusion<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>These amendments mark a significant step toward modernizing Saudi Arabia\u2019s labor laws. Employers should review their employee contracts, policies, and handbooks to ensure compliance with the new regulations. By preparing in advance, organizations can support a smooth transition and continue to provide a compliant, fair work environment.<\/p>\n\n\n\n<p>For assistance with implementing these changes, the <a href=\"https:\/\/www.alahadgrouppakistan.com\/manpower-recruitment-for-saudi-arabia\/\">recruitment agencies in Pakistan for Saudi Arabia<\/a> offers a comprehensive range of employment-related services to meet Saudi labor law requirements. For more details, contact our dedicated team at Alahad Group Pakistan, and our experts will be happy to guide you through each step of compliance and policy adaptation.<\/p>\n\n\n\n<h2 class=\"wp-block-heading has-text-align-center\"><span class=\"ez-toc-section\" id=\"Saudi_Labor_Law_FAQs\"><\/span>Saudi Labor Law FAQs<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"What_is_the_new_labor_law_in_Saudi_Arabia\"><\/span><strong>What is the new labor law in Saudi Arabia?<\/strong> <span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>The new labor law introduces changes across 38 articles, including updates to resignation processes, leave entitlements, contract terms, and employee rights. It goes into effect on February 18, 2025.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"What_are_the_rules_for_resignation_under_the_new_labor_law\"><\/span><strong>What are the rules for resignation under the new labor law?<\/strong> <span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Resignation is now clearly defined and can be automatically accepted after 30 days if the employer does not respond. Employees also have the right to withdraw their resignation within seven days if it hasn\u2019t yet been accepted.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"What_is_Article_81_of_the_Saudi_Labor_Law\"><\/span><strong>What is Article 81 of the Saudi Labor Law?<\/strong> <span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Article 81 allows employees to terminate their contract without notice if the employer fails to meet its contractual obligations, among other valid reasons.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"What_is_Article_70_of_the_Saudi_Labor_Law\"><\/span><strong>What is Article 70 of the Saudi Labor Law?<\/strong> <span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Article 70 sets out rules for disciplinary procedures, outlining the rights of employees to fair treatment during disciplinary actions.<\/p>\n\n\n\n<p><\/p>\n","protected":false},"excerpt":{"rendered":"<p>On August 6, 2024, the Saudi Council of Ministers approved significant changes to the Saudi Labor Law, which will become effective on February 18, 2025. These amendments follow the Ministry of Human Resources and Social Development\u2019s (MHRSD) efforts to gather public opinion, with input from over 1,300 participants from various sectors. The new amendments to [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":4729,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-4721","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-top-rated-manpower-recruitment-agency-in-pakistan"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v24.1 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Saudi Labor Law 2025: Comprehensive Guide to New Amendments &#8211; Recruitment Agencies in Pakistan<\/title>\n<meta name=\"description\" content=\"Discover the latest changes in Saudi Labor Law, effective February 18, 2025. 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