Labor law

This law shall be called the Labor Law.

The following words and phrases, wherever mentioned in this Law, shall have the meanings indicated next to them unless the context requires otherwise: Ministry: Ministry of Labor. Minister: Minister of Labor. Labor Office: The administrative authority responsible for labor affairs within the geographical jurisdiction specified by a decision from the Minister. Employer: Any natural or legal entity who employs one or more workers in exchange for wages. Worker: Any natural person -male or female- who works for the benefit of an employer and under their management or supervision in exchange for wages, even if remotely. Juvenile: A person who has completed fifteen (15) years of age but has not yet reached eighteen (18) years of age. Work: Effort exerted in all human activities, carried out pursuant to an employment contract (written or unwritten), regardless of their nature or type, whether industrial, commercial, agricultural, technical, or otherwise, and whether physical or intellectual. Original work: Regarding individuals: the subject of their usual activity. Regarding establishments: the works for which the establishment was created to carry out and stipulated in its articles of association, franchise contract—if it is a franchise company—or in the commercial register. Temporary work: Work which, by its nature, falls within the employer’s usual activities and requires a specific period for its completion, or work related to a particular task and ends with its completion, provided that in both cases it does not exceed ninety (90) days. Casual work: Work which, by its nature, does not fall within the employer’s usual activities, and whose completion does not exceed ninety (90) days. Seasonal work: Work performed during commonly recognized periodic seasons. Part-time work: Work performed by a worker who is not full-time for an employer and whose working hours are less than half the usual daily working hours at the establishment, whether the worker performs these working hours daily or on certain days of the week. Continuous service: The uninterrupted service of a worker with the same employer or their legal successor, from the date of commencement of service. Service shall be considered continuous in the following cases: 1. Legally prescribed leaves and holidays. 2. Periods of absence for taking exams in accordance with the provisions of this Law. 3. Cases of unpaid absence by the worker, provided they do not exceed twenty (20) intermittent days within one working year. Assignment: A service provided by supplying a worker to perform work for someone other than his employer through an establishment licensed specifically for this purpose. Resignation: A worker’s written expression of his desire, free from coercion, to terminate a fixed-term employment contract without attaching any condition or reservation, which is subsequently accepted by the employer. Basic Wage: Everything given to a worker in exchange for his work, under a written or unwritten employment contract, regardless of the wage type or method of payment, plus periodic increments. Actual Wage: The basic wage plus all other due increases awarded to the worker for the effort exerted, risks faced during work, or those awarded to the worker pursuant to the employment contract or the establishment’s internal regulations. This includes: 1. Commission, a percentage of sales, or a percentage of profits paid in return for marketing, producing, collecting, or increasing and improving production. 2. Allowances owed to the worker for effort exerted or risks encountered while performing his work. 3. Increases that may be granted in relation to cost-of-living adjustments or to meet family burdens. 4. Grant or Reward: An amount given by the employer to the worker, or paid to him as compensation for his honesty, competence, or similar considerations, provided this grant or reward is stipulated in the employment contract or the internal regulations of the establishment, or is customarily granted to the extent workers have come to regard it as part of their wage and not as a gratuity. 5. In-kind Benefits: Benefits provided by the employer to the worker in return for his work, explicitly stated in the employment contract or the establishment’s internal regulations, valued at a maximum equivalent to two (2) months of basic wage per year unless a higher amount is stipulated in the employment contract or internal regulations. Wage: The actual wage. Establishment: Every enterprise managed by a natural or legal entity employing one or more workers in exchange for a wage of any type. Month: Thirty (30) days unless otherwise stated in the employment contract or in the internal regulations. Regulation: The Implementing Regulations of this Law (Labor law executive regulations). Article 3 Work is a right for the citizen; it may not be practiced by others except after fulfilling the required conditions stipulated in this system. Citizens are equal in the right to work without any discrimination on the basis of gender, disability, age, or any other form of discrimination, whether during the performance of work or when hiring or advertising it.

When implementing the provisions of this Law, the employer and the worker shall adhere to the provisions of islamic law (Islamic Shari'ah).

The provisions of this Law shall apply to: 1. Any contract whereby a person commits himself to work for an employer and under his management or supervision for a wage. 2. Workers of the government and public organizations and institutions including those who work in pastures or agriculture. 3. Workers of charitable institutions. 4. Qualification and training contracts with workers other than those working for the employer within the limits of the special provisions provided for in this Law. 5. Part-time workers, within the limits related to occupational safety and health, work injuries, and as determined by the minister.

Incidental, seasonal and temporary workers shall be subject to the provisions on duties and disciplinary rules, the maximum working hours, daily and weekly rest intervals, overtime work, official holidays, safety rules, occupational health, work injuries and compensation therefore as well as whatever is decided by the Minister.

1. Exempted from the application of the provisions of this Law are each of the following: a. Family members of the employer, namely his spouse, ancestors, and descendants who work in an establishment that employs no one else besides them. b. Players and coaches of sports clubs and federations. c. Domestic workers and those similarly situated. d. Agricultural workers, private shepherds, and those similarly situated. e. Non-Saudi workers who come to the Kingdom to perform a specific task for a period not exceeding two (2) months. 2. The Minister, in coordination with the competent authorities, shall issue one or more regulations pertaining to the categories specified in subparagraphs (a), (c), (d), and (e) of paragraph (1) of this Article. Such regulations shall include the rights, obligations, and other special provisions relevant to each category. As an exception to the provision of paragraph (1) of this Article, the penalties stipulated in Article (229) Two Hundred Twenty-Nine of this Law shall apply to violations of the provisions of those regulations. 3. The regulations issued regarding the categories mentioned in subparagraphs (c) and (d) of paragraph (1) of this Article must include procedures and mechanisms ensuring improved labor market performance for these two (2) categories, regulation of their mobility, and identification of responsibilities and duties imposed on employers, as well as offices and companies mediating in their employment contracts.

Any condition that contradicts the provisions of this Law shall be deemed null and void. The same applies to any release or settlement of the worker’s rights arising from this Law during the validity of the work contract, unless it is more beneficial to the worker.

Arabic shall be the language used for data, records, files, work contracts and the like as provided for in this Law or in any decision issued in implementation of its provisions as well as the instructions issued by the employer to his workers. If the employer uses a foreign language beside Arabic in any of the mentioned cases, the Arabic text shall prevail.

All periods and schedules provided for in this Law shall be according to Hijri calendar, unless otherwise stated in the work contract or the work organization regulation. Article 11 If the employer assigns all or part of his original work to a natural or corporate person, the latter shall give his workers all the rights and privileges which the original employer gives to his workers.

bis Without prejudice to the provisions of this Law and relevant regulations, the Minister may take any measures that would improve the performance of the labor market and regulate labor mobility.

1. The Ministry shall develop one -or more- model bylaws which shall include rules and regulations related to the conduct of work And the related provisions . including provisions relating to benefits, violations, and disciplinary actions. 2. The Ministry shall set rules regulating the adoption of bylaws.

1. Every employer shall draft bylaws for his firm in line with the Ministry’s model bylaws. Exceptions to this provision may be granted by the Minister. 2. The employer may incorporate into the bylaws additional terms and conditions that do not conflict with the provisions of this Law, its Regulations, and the decisions for the implementation thereof. 3. The employer shall make the bylaws and any amendments thereto accessible to workers in a manner that ensures their knowledge of the provisions.

An employer shall, upon commencement of work in the firm, notify the competent labor office in writing of the following data: 1. Name, type and headquarters of the firm, as well as its mailing address and any information that facilitates contact therewith. 2. Line of business for which it is licensed, providing the number of the Commercial Register or the license, its date and issuing authority, together with a copy thereof. 3. Number of workers to be employed in the firm. 4. Name of the firm's manager in-charge. 5. Any other data required by the Ministry.

1. If the employer is unable to run the business in person, he shall designate a representative at the workplace. In case of multiple partners or managers in the firm, one of them, from among those residing at the place of work, shall be nominated to represent the employer and be liable for any violation of the provisions of this Law. 2. The employer shall notify the competent labor office in writing of the name of the partner or manager, and, in case of his replacement, he shall notify the labor office of the name of the new partner or manager within seven (7) days at most of the date of the latter's assuming the job. 3. In case no manager is appointed to be in charge of the firm, or if the appointed manager does not assume his duties, then the person who actually runs the firm or the employer himself shall be considered the manager in charge of the firm. In all cases, the employer is ultimately liable.

An employer shall maintain at the workplace records, statements and files the nature and contents of which shall be specified in the regulations. He shall display at a prominent location at the workplace a schedule of working hours, breaks, weekly rest days and time of start and end of each shift, when operating in shifts.

If the ownership of a firm is transferred to a new owner or a change takes place in its legal form through merger, partition or otherwise, the work contracts shall remain in force in both cases and service shall be deemed continuous. Regarding workers' rights arising from the period preceding this change, such as wages, endof-service gratuity deemed due on the date of ownership transfer, or other rights, both the successor and the predecessor shall be jointly and severally liable for them. In the event of the transfer of individual establishments for any reason, the predecessor and successor may agree to transfer all previous workers' rights to the new owner with the worker's written consent. In case of the worker's non-consent, they may request termination of their contract and receive their dues from the predecessor. Article 19 Amounts due to the worker or his heirs under this Law shall be deemed first (1) rate privileged debts and the worker and his heirs shall, for the purpose of settling them, be entitled to a privilege over all the employer's properties. In the case of bankruptcy of the employer or liquidation of his firm, the aforementioned amounts shall be entered as privileged debts and the worker is paid an expedited amount equivalent to (1) one month wage prior to payment of any other expenses including judicial, bankruptcy or liquidation expenses.

An employer or a worker may not perform any act that may abuse the provisions of this Law or the decisions or regulations issued for its implementation. Neither of them may undertake any act that infringes upon the freedom of the other or the freedom of other workers or employers to realize any interest or impose a point of view that conflicts with the freedom of work or the jurisdiction of the competent authority in charge of settlement of disputes.

The Minister -in pursuit of implementing the provisions of this Law- shall coordinate with relevant authorities whenever necessary.

The Ministry shall provide employment channels free of charge, carrying out the following: 1. Assisting workers in finding suitable jobs, and assisting employers in finding suitable workers. 2. Collecting and analyzing the necessary information on the labor market and its development, making it accessible to various public and private entities concerned with economic and social planning. 3. Performing the following duties: 3/1. Registering job seekers. 3/2. Obtaining information on vacant positions from employers. 3/3. Matching the requests of job seekers with available vacancies according to their qualifications. 3/4. Providing guidance and assistance to job seekers regarding vocational qualification and training, or necessary retraining for obtaining available jobs. 3/5. Any other matters determined by the Ministry. Article 23: Every citizen of working age who is capable of and willing to work may request registration of his name in the employment channels, along with a statement indicating his date of birth, qualifications, previous employment, preferences, and address.

The Regulation shall specify the rules and procedures governing workflow within employment channels, the forms of records, notifications, and documents used in their activities, as well as tables for classifying occupations according to the approved occupational classification, which shall serve as the basis for regulating recruitment processes.

Every employer shall submit to the Ministry the following: 1. A statement of vacant and newly created jobs, specifying their types, locations, allocated wages, and conditions required for filling them, within a period not exceeding fifteen (15) days from the date they become vacant or are newly created. 2. A notification detailing the measures taken regarding the employment of a citizen nominated by the employment channels, within seven (7) days from the date of receiving the nomination letter. 3. A statement listing the names of the workers, their positions, occupations, wages, ages, nationalities, and work permit numbers for non-Saudis, along with their issuance dates and other data specified by the Regulation. 4. A report on the status, conditions, and nature of work, including any anticipated increase or decrease in employment needs for the year following the date of the report. 5. The data mentioned in paragraphs three (3) and four (4) of this Article shall be submitted during the month of Muharram each year.

1. All firms in all fields, and regardless of number of workers, shall work to attract and employ Saudis, provide conditions to keep them on the job and avail them of an adequate opportunity to prove their suitability for the job by guiding, training and qualifying them for their assigned jobs. 2. The percentage of Saudi workers employed by the employer shall not be less than seventy five percent (75%) of the total number of his workers. The Minister may temporarily reduce this percentage in case of non-availability of adequate technically or academically qualified workers or if it is not possible to fill the vacant jobs with nationals.

The Minister may, when necessary, oblige employers—in certain activities and professions, and in certain regions and governorates—not to employ workers except after they have been registered through employment channels, under the conditions and terms specified by a decision issued by him.

Every employer who employs twenty-five (25) workers or more, and whose nature of work enables the employment of vocationally qualified persons with disabilities, shall employ at least four percent (4%) of the total number of their workers from among vocationally qualified persons with disabilities, whether through nomination by employment channels or otherwise. The employer shall submit to the Ministry a statement specifying the number of positions and jobs occupied by vocationally qualified persons with disabilities, as well as the wage paid to each of them.

If a worker sustains a work injury that results in a loss in his usual capabilities that does not prevent him from performing another job, the employer, in whose service the work injury was sustained, shall employ theworker in a suitable job for the wage specified for such job. This shall not prejudice the worker's compensation for the injury.

1. No natural or legal person shall engage in the activity of employing Saudi nationals, recruiting workers, or providing outsourcing services unless licensed to do so by the Ministry. The implementing regulations shall specify the controls for practicing each of these activities, the conditions for granting and renewing licenses for each of them, the obligations of the licensee, the rules for non-renewal or revocation of the license, the consequences thereof, and other necessary conditions and controls to ensure the proper conduct of these activities. 2. The Ministry shall propose the value of the fees for practicing the activities referred to in paragraph (1) of this article, and the methods of their expenditure, in preparation for completing the regulatory procedures in this regard.

Saudi workers who have been employed through recruitment offices or companies, and workers recruited on behalf of employers, shall be considered workers of the employer and shall be directly linked to him by a contractual relationship.

Recruitment from abroad for the purpose of work may not be undertaken without the approval of the Ministry.

A non-Saudi may not engage in or be allowed to engage in any work except after obtaining a work permit from the Ministry, according to the form prepared by it for this purpose. The conditions for granting the permit are as follows: 1. The worker has lawfully entered the country and is authorized to work. 2. He possesses the professional and academic qualifications which the country needs and which are not possessed by citizens or the available number of such citizens is insufficient to meet the needs, or that he belongs to the class of ordinary workers that the country needs. 3. He has a contract with the employer and is under his responsibility. The word "work" in this Article means any industrial, commercial, agricultural, financial or other work, and any service including domestic service.

No permit or license required by any other agency for engaging in a work or a profession may substitute for the said work permit.

The Ministry may, based on considerations it determines, refrain from renewing a work permit if the employer violates the job localization standards established by the Ministry, or any of the other conditions or controls stipulated in the regulations. The regulations shall specify the procedures that ensure the worker is not adversely affected by the non-renewal of the work permit, including the possibility of transferring the worker’s service to another employer without the approval of the employer in violation.

The Minister shall issue a decision specifying the professions and jobs which are prohibited for non-Saudis.

The employment contract of a non-Saudi worker must be in writing and for a specified duration. If the contract does not specify its duration, it shall be deemed as one (1) year from the date of the worker’s actual commencement of work. If employment continues beyond this period, the contract shall be considered renewed for a similar duration.

An employer may not employ the worker in a profession other than the one specified in his work permit. Before following the legal procedures for changing the profession, a worker is prohibited to engage in a profession other than his.

An employer shall not allow his worker to work for others or for the worker’s own account without following the established statutory rules and procedures. Likewise, a worker shall not work for another employer or for his own account, nor shall an employer employ a worker of another employer. The Ministry shall undertake inspection of establishments, identify violations of this Law, and take necessary measures to impose penalties stipulated herein. And refer matters falling under the jurisdiction of the Ministry of Interior to the Ministry of Interior, to take actions deemed appropriate in accordance with the applicable statutory provisions. Similarly, when the Ministry of Interior detects violations relating to provisions within its jurisdiction, it shall refer data of employers violating the provisions of this Article to the Ministry of Human Resources and Social Development to apply penalties prescribed under this Law.

1. The employer shall bear the fees for recruiting the non-Saudi worker, as well as the fees for residence and work permits, including their renewal, and any resulting fines due to delays caused by the employer. The employer shall also bear fees for profession changes, exit and re-entry visas, and the worker’s return ticket to his home country after the end of the contractual relationship between the two parties. 2. The worker shall bear the costs of his return to his country if he is deemed unfit for work or if he wishes to return without a legitimate reason. 3. The employer shall bear the fees related to the transfer of services for a worker who wishes to transfer his services to that employer. 4. The employer shall bear the expenses of preparing and transporting the body of the deceased worker to the place where the contract was concluded or from where the worker was recruited, unless the worker is buried within the Kingdom with the consent of his family. The employer shall be exempted from this obligation if the General Organization for Social Insurance undertakes it.

The Regulations shall specify the conditions for recruitment from abroad, transfer of services and change of profession, and the controls and procedures thereof.

Every employer shall establish a policy for training and qualifying Saudi workers, in order to enhance their skills and improve their level of competence in technical, administrative, professional, and other fields. The regulations shall specify the provisions related thereto.

Without prejudice to any conditions and rules stipulated in franchise agreements or other agreements regarding training, qualification, and skill enhancement, every employer shall qualify or train Saudi workers who complete their studies, provided that the employer bears the costs of such studies. The regulations shall specify the relevant general standards and provisions.

The training program must include the skill on which the worker will be trained, the rules and conditions to be followed during training, the duration and number of hours of training, theoretical and practical training programs, methods of examination, and certificates granted in this regard. The regulations shall specify the general standards and rules to be followed in this respect, aiming to enhance the worker’s performance in terms of skill and productivity. Article 45 The training or qualification contract is a contract which commits the employer to train and qualify a person for a specific profession.

The qualification or training contract must be in writing and shall specify the type of profession for which the training is contracted, as well as the amount of remuneration given to the trainee at each stage, provided it is not determined on a piecework or production basis. The contract shall clearly state the rights and obligations of both the trainee and the employer, and specify whether the qualification or training will take place at an establishment belonging to the employer or at another establishment.

The Minister may require establishments to accept a specified number or percentage of students and graduates from universities, colleges, institutes, and centers for training purposes and for acquiring practical experience, in accordance with the conditions, arrangements, and durations specified by the regulations, provided that a training contract is concluded between the trainee and the employer, subject to the provisions contained in this Chapter (Chapter (2) two: from Article 45 to Article 49 of this law). The establishment may offer remuneration to the trainee.

1. The employer may terminate the qualification or training contract if it is proven, based on periodic evaluation reports issued by the establishment providing the training or qualification, that the trainee or the person undergoing qualification is incapable or unable to effectively complete the training or qualification programs. The trainee or the person undergoing qualification also has the right to terminate the contract. The party wishing to terminate the contract shall notify the other party of such intent at least one (1) week prior to the specified termination date. Neither party may claim compensation from the other unless the contract explicitly provides otherwise. 2. the employer may require -after completion of the training or qualification period- the trainee or the person who underwent qualification to work for the employer for a period equal to that of the training or qualification. If the trainee or the person who underwent qualification refuses or abstains from working for all or part of this equivalent period, they shall be obligated to reimburse the employer for the training or qualification costs incurred, proportionate to the remaining duration. Article 49 The training and qualification contract shall be subject to this Law's provisions on annual vacations, official holidays, maximum working hours, daily and weekly rest periods, occupational health and safety rules, work injuries and their conditions as well as whatever is decided by the Minister.

A work contract is a contract concluded between an employer and a worker, whereby the latter undertakes to work under the management or supervision of the former for a wage.

The employment contract shall be written in two (2) copies, with each party retaining one copy. The contract must be authenticated in accordance with the relevant statutory provisions and as prescribed by the regulations. The contract shall be considered valid even if it is not in writing. In such a case, only the worker may prove the existence of the contract and the rights arising therefrom by all methods of proof. Either party may request the contract to be put in writing at any time. For government and public institution workers, the decision or appointment order issued by the competent authority shall serve in place of the contract.

1. Taking into account the provisions of Article thirty seven (37) of this Law, the Ministry shall establish a standardized model for each type of employment contract, which shall essentially include: the employer’s name and location, the worker’s name and nationality, the necessary information to verify the worker’s identity, the worker’s place of residence, the agreed-upon wage, including benefits and allowances, the type and location of work, the date of commencement, the contract duration if it is a fixed-term contract, and the fundamental rights and obligations of each party. 2. The employment contract must adhere to the model referred to in Paragraph (1) of this Article, and both parties to the contract may add additional provisions, provided they do not contradict the provisions of this Law, its regulations, or the decisions issued in implementation thereof.

If the worker is subject to a probationary period, this must be explicitly stated in the employment contract, with the duration clearly specified, provided that the total period does not exceed one hundred and eighty (180) days in all cases. The regulations shall set forth the relevant provisions, including those related to leaves that are not counted as part of the probationary period. Each party shall have the right to terminate the contract during this period.

A worker may not be placed on probation more than once by the same employer. As an exception to this, the worker may, with the approval of the contract parties (in writing), be subjected to another probation period of not more than (90) ninety days on the conditions that it is in another profession or work. Or The worker's relationship with the employer has been terminated for a period of not less than (6) six months. If the contract is terminated during the probation period, neither party shall be entitled to compensation nor shall the worker be entitled to an end-of-service award.

1. A fixed-term employment contract shall expire upon the expiry of its term, if the parties thereto continue to execute the contract again for an indefinite period it will be subject to the provisions of article thirty-seven (37) of this system for non-Saudis. 2. If the fixed-term contract includes a condition to renew it for a similar period or for a specific period, it shall be renewed for the agreed period. If the renewal was (3) three consecutive times, or if the original contract with the renewal period reaches four (4) years, whichever is less, and the parties continue to execute it, the contract shall be transformed into an indefinite contract.

In all cases where the contract term is renewed for a specific period of time, the contract renewal period shall be an extension of the original term in determining the worker's rights which takes into account the worker's period of service.

If the contract involves performance of a specific work, it shall terminate with the completion of the work agreed upon.

1. The employer may not relocate the worker from his original place of work to another place that requires a change in place of residence without his written consent. 2. The employer may, in exigent circumstances and for a period not exceeding (30) thirty days per year, assign the worker without his consent to a different location, provided that the employer bears the costs of the worker’s transport and residence during such period.

A monthly-paid worker may not be reclassified as a daily-paid, a weekly-paid or an hourly-paid worker nor as a worker paid by piecework, unless the worker agrees thereto in writing and without prejudice to the rights he has acquired during the period he spent as a monthly-paid worker.

Without prejudice to the provisions of Article thirty eight (38) of this Law, a worker may not be assigned duties which are essentially different from the work agreed upon without his written consent, except in cases of necessity dictated by transient circumstances and for a period not exceeding thirty (30) days a year.

In addition to the obligations stipulated in this Law, its regulations, and the decisions issued in implementation thereof, the employer shall: 1. Refrain from employing the worker under forced labor, refrain from withholding the worker’s wages or any part thereof without a legal basis, treat workers with due respect, and refrain from any words or actions that may undermine their dignity or religion. 2. Allow workers the necessary time to exercise their rights as stipulated in this Law without deduction from their wages for this time, while having the right to regulate the exercise of this right in a manner that does not disrupt workflow. 3. Facilitate for the officials of the competent authorities all tasks related to enforcing the provisions of this Law. 4. Refrain from any act that would nullify or weaken the application of equal opportunities or fair treatment in employment and occupation, whether through exclusion, differentiation, or preference among job applicants or workers based on race, color, gender, age, disability, marital status, or any other form of discrimination. 5. Provide appropriate accommodation for workers. The employer may substitute this with a suitable cash allowance paid along with the wages. 6. Provide suitable transportation for workers from their place of residence to the workplace. The employer may substitute this with a suitable cash allowance paid along with the wages.

If the worker reports to work on the prescribed time or expresses his readiness to perform his work at such times but is prevented from doing so only by a cause which is ascribed to the employer, the worker shall be entitled to the wage for the period during which no work is performed.

The employer, his agents, or any person having authority over the workers shall forbid entry of any illegal substances into the places of work. Anyone who is found in possession of or consumes such substances shall be subject to the punishments provided for in this Law on, without prejudice to the other punishments provided for in islamic law (islamic Shari'ah).

Upon expiration of the employment contract, the employer shall be required to: The employer shall, upon the worker's request, provide a free service certificate stating the date of commencement of employment, the date of termination of the employment relationship, the worker's profession, and the amount of their last wage. The employer shall not include in the certificate anything that may harm the worker's reputation or reduce their employment opportunities. The employer shall return to the worker all certificates or documents deposited with them.

In addition to the duties provided for in this Law and the regulations and decisions in implementation thereof, the worker shall be required to: 1. Perform the work in accordance with the trade practice and the employer's instructions provided that such instructions do not conflict with the contract, the law or public morality and that they do not expose him to any undue hazards. 2. Take due care of the employer's machinery, tools, supplies and raw materials placed at his disposal or in his custody and return to the employer the unused materials. 3. Abide by proper conduct and ethical norms during work. 4. Extend all assistance and help without making it contingent on additional pay in cases of disasters or hazards threatening the workplace or the persons working therein. 5. Undergo, upon the employer's request, the medical examinations required prior to or during employment to ensure that he is free from occupational or communicable diseases. 6. Keep confidential the technical, trade and industrial secrets of the products or which he directly or indirectly contributed to their production, as well as all trade secrets related to the work or the firm, the disclosure of which is likely to cause damage to the employer's interests.

The disciplinary penalties that the employer may inflict on the worker: 1. Warnings. 2. Fines. 3. Withholding or postponing a raise for a period not exceeding one (1) year if prescribed by the employer. 4. Postponement of a promotion for a period not exceeding one (1) year if prescribed by the employer. 5. Suspension from work and withholding wages. 6. Dismissal from work in cases set forth by the law.

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

The penalty shall not be made harsher in the event of repeated violation if one hundred eighty (180) days have elapsed since the previous violation was committed, calculated from the date the worker is informed of the penalty for that violation. Article 69 A worker may not be accused of any offense discovered after the elapse of more than thirty (30) days, nor shall he be subjected to a disciplinary penalty after the elapse of more than thirty (30) days from conclusion of the investigation and establishment of the worker's guilt.

A worker may not be subjected to disciplinary penalty for an act committed outside the workplace unless such act is related to the job, the employer or the manager in-charge. Nor may a worker be fined for a single violation an amount in excess of a five (5) day wage, and no more than (1) one penalty shall be applied for the same violation. No more than a five (5) day wage shall be deducted from his wages in one (1) month in payment of fines, or his suspension from work without pay may not exceed (5) five days a month.

A disciplinary action may not be imposed on a worker except after notifying him in writing of the allegations, interrogating him, hearing his defense and recording the same in minutes to be kept in his file. The interrogation may be verbal in minor violations, the penalty for which does not go beyond a warning or a deduction of a one (1) day salary. This shall be recorded in minutes.

The worker shall be notified in writing of the decision imposing a penalty against them. If the worker refuses to receive the notification or is absent, the notification shall be sent by registered mail to the address recorded in their file. The worker shall have the right to submit a written grievance to the competent authority within the employer’s establishment within thirty (30) days—excluding official holidays—from the date of being notified of the decision. If the grievance is rejected or is not decided upon in writing within fifteen (15) days from the date of its submission, the worker shall have the right to challenge the decision imposing the penalty before the labor courts within thirty (30) days—excluding official holidays—from the date of rejection of the grievance or the expiration of the specified period for addressing the grievance, whichever is earlier.

The employer must keep a special record of the fines imposed on the worker, stating the name of the worker, his wage, the amount of the fine, the cause for imposing the fine, and the date of the fine. Fines shall only be used for the benefit of the establishment's workers, and the use of these fines shall be by the workers' committee in the establishment. In the absence of a committee, the use of the fines shall be with the approval of the Ministry.

The employment contract shall terminate in any of the following cases: 1. If both parties agree to terminate it, provided that the worker’s consent is given in writing. 2. If the specified duration in the contract expires, unless the contract has been explicitly renewed in accordance with the provisions of this system; in which case, it shall continue until its designated term. 3. Based on the will of either party in contracts of an indefinite duration, in accordance with Article seventy five (75) of this system. 4. (Repeated) Resignation. 5. When the worker reaches the retirement age as stipulated by the provisions of the Social Insurance Law, unless both parties agree to continue working beyond this age. 6. Force majeure. 7. The permanent closure of the establishment. 8. The termination of the activity in which the worker is employed, unless otherwise agreed. 9. (Repeated) Issuance of a decision or a final ruling by the competent court to terminate the worker’s contract in any of the bankruptcy procedures initiated under the Bankruptcy Law. 10. Any other case provided for by another law.

1. If the contract is of an indefinite duration and the wage is paid on a monthly basis, either party may terminate it for a legitimate reason, subject to the following: a. If the termination is initiated by the worker, they must provide the employer with a written notice at least (30) thirty days before the termination date. b. If the termination is initiated by the employer, they must provide the worker with a written notice at least (60) sixty days before the termination date. 2. If the contract is of an indefinite duration and the wage is not paid on a monthly basis, the party intending to terminate the contract for a legitimate reason—whether the worker or the employer—must provide the other party with a written notice at least (30) thirty days before the termination date.

If the party terminating an indefinite term contract fails to observe the notice period specified in accordance with Article seventy five (75) of this Law, such party shall be required to pay the other party a compensation equal to the worker’s pay for the duration of the notice period, unless the two parties agree on a greater compensation.

Unless the contract includes specific compensation for the termination by either party for an invalid reason, the party affected by termination shall be entitled to compensation as follows: an amount equivalent to fifteen (15) day wage for each year of the worker’s employment if it is indefinite term contracts. The wage for the remainder of the contract term, If it is fixed-term contracts: The compensation referred to in paragraphs one (1) and two (2) of this Article shall not be less than the worker’s wage for two (2) months.

If notice is made by the employer, the worker shall be entitled to a paid leave of absence of a full day or eight (8) hours during the week, to seek other employment. The worker shall be entitled to determine the time of the leave of absence, provided that the employer is notified at least one (1) day in advance. The employer may exempt the employee from work during the notice period, while calculating their service period as continuous until the end of that period, and the employer shall bear all resulting consequences, particularly the employee's entitlement to their wage for the notice period.

A work contract shall not expire by the death of the employer unless his personality has been taken into consideration in concluding the contract, but shall expire with the death or incapacity of the worker in accordance with a medical report approved by the competent health authority or the authorized physician designated by the employer.

(Bis) 1. A resignation request shall be deemed accepted if (30) thirty days have passed since its submission without a response from the employer. The employer may postpone acceptance of the resignation for a period not exceeding (60) sixty days if the interests of the business require it, provided that a written and justified explanation is given to the worker. The postponement must occur before the end of the (30) thirty-day period mentioned in this paragraph. The postponement period shall be calculated from the date the worker receives the aforementioned explanation. 2. The employment contract shall be terminated due to resignation as of the date of the employer’s acceptance thereof, or upon the lapse of the (30) thirty-day period referred to in Paragraph one (1) of this Article without a response from the employer, or upon the expiration of the postponement period referred to in Paragraph one (1) of this Article. 3. The worker may withdraw their resignation request within a period not exceeding (7) seven days from the date of its submission, unless the employer accepts it before the withdrawal. 4. The resignation request may not include a deferred resignation date. 5. The employment contract shall remain in effect during the resignation request period, and both parties shall be obligated to fulfill all obligations arising therefrom during this period. 6. A worker whose contract is terminated due to resignation shall be entitled to all rights prescribed under this law.

An employer may not terminate the contract without an award, advance notice or indemnity except in the following cases, and provided that he gives the worker a chance to state his reasons for objecting to the termination: 1. If the worker assaults the employer, the manager in-charge or any of his superiors during or by reason of the work. 2. If the worker fails to perform his essential obligations arising from the work contract, or to obey legitimate orders, or if, in spite of written warnings, he deliberately fails to observe the instructions related to the safety of work and workers as may be posted by the employer in a prominent place. 3. If it is established that the worker has committed a misconduct or an act infringing on honesty or integrity. 4. If the worker deliberately commits any act or default with the intent to cause material loss to the employer, provided that the latter shall report the incident to the appropriate authorities within twenty-four (24) hours from being aware of such occurrence. 5. If it was proved that the worker resorts to forgery in order to obtain the job. 6. If the worker is hired on probation. 7. If the worker is absent without a valid reason for more than thirty (30) days in one contractual year or for more than fifteen (15) consecutive days, provided that the dismissal is preceded by a written warning from the employer to the worker if the latter is absent for twenty (20) days in the first (1) case and for ten (10) days in the second (2). 8. If the worker unlawfully takes advantage of his position for personal gain. 9. If the worker discloses work-related industrial or commercial secrets.

A worker may leave his job without notice and without prejudice to all of his statutory rights, in any of the following cases: 1. If the employer fails to fulfill his essential contractual or statutory obligations towards the worker. 2.If it is proven that the employer or his representative has committed fraud at the time of contracting with regard to the terms and conditions of work. 2. If the employer assigns the worker, without his consent, to perform a work which is essentially different from the work agreed upon, and in violation of provisions of Article sixty (60) of this Law. 3. If the employer, or the employer family member or the manager in-charge commits a violent assault or an immoral act against the worker or any of the worker family members. 4. If the treatment by the employer or the manager in-charge is characterized by cruelty, injustice or insult. 5. If it exists in the workplace a serious hazard that threatens the safety or health of the worker, provided that the employer is aware thereof and didn't take measures indicating its removal. 6. If the employer or his representative, through his actions and particularly his unjust treatment or violation of the terms of the contract, has caused the worker to appear as the party terminating the contract.

An employer may not terminate the worker's services on account of illness prior to availing him of the period designated for sick leave as provided for in this Law. The worker may request that his sick leave be combined with his annual leave. Article 83 1. If the work assigned to the worker allows him to get acquainted with the employer’s clients, the employer may, for the protection of his legitimate interests, require the worker not to compete with him upon termination of the contract. For this condition to be valid, it shall be in writing and specific, in terms of time, place, and type of work. The validity of such condition shall not exceed (2) two years from the date of termination of the relationship between the two parties. 2. If the work assigned to the worker allows him to have access to the employer’s business secrets, the employer may, for the protection of his legitimate interests, require the worker not to disclose such secrets upon termination of the contract. For this condition to be valid, it shall be in writing and specific, in terms of time, place, and type of work. 3. As an exception to the provisions of this Law, the employer may file a suit within (1) one year from the date of discovery of the worker’s violation of any of his obligations pursuant to this Article.

Upon the end of the work relation, the employer shall pay the worker an end-of-service award of a half (½) month wage for each of the first five (5) years and a one-month wage for each of the following years. The end-of-service award shall be calculated on the basis of the last wage and the worker shall be entitled to an end-of-service award for the portions of the year in proportion to the time spent on the job.

If the work relation ends due to the worker's resignation, he shall, in this case, be entitled to one third (⅓) of the award after a service of not less than (2) two consecutive years and not more than five (5) years, to two thirds (⅔) if his service is in excess of five (5) successive years but less than ten (10) years and to the full award if his service amounts to ten (10) or more years.

As an exception to the provision of Article (8) of this Law, it may be agreed that the wage used as a basis for calculating the end-of-service award does not include all or some of the commissions, sales percentages, and similar wage components paid to the worker which are by their nature subject to increase or decrease. Article 87 As an exception to the provisions of Article eighty five (85) of this Law, the worker shall be entitled to the full award if he leaves the work due to a force majeure beyond his control. A female worker shall likewise be entitled to the full award if she ends her contract within six (6) months from the date of her marriage or three (3) months from the date of giving birth.

If the worker's service ends, the employer must pay his wages and settle his rights within a week - at most - from the date of termination of the contractual relationship. However, if the worker is the one who terminated the contract, the employer must settle his rights in full within a period not exceeding two (2) weeks. The employer may deduct any debt owed to him due to the work from the amounts owed to the worker.

The Council of Ministers may when necessary and -upon a proposal by the Minister- set a minimum wage.

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: a- Workers paid on a daily basis : shall be paid at least once a week. b- Workers paid on a monthly basis : shall be paid once a month. c- If the work is done by the piece and requires a period of more than two (2) 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. d- In cases other than the above, the worker's wages shall be paid at least once a week. 2. Establishments are required to pay wages into workers’ accounts through approved banks in the Kingdom, provided that the due date does not exceed the dates specified above. The Minister may exempt some establishments from this.

1. If a worker causes the loss, damage, or destruction of machinery or products owned by the employer or in their custody, and this results from the worker's error or violation of the employer's instructions, and it is not due to the fault of a third party or force majeure, the employer may deduct from the worker's wages the amount necessary for repair or restoration to its previous condition, provided that the amount deducted for this purpose does not exceed the equivalent of five (5) days' wages per month. The employer has the right to file a grievance, if necessary, to claim more than that if the worker has other assets from which the claim can be satisfied. The worker has the right to file a grievance against what is attributed to them or against the employer's assessment of compensation before the Commission for the Settlement of Labor Disputes. If the Commission rules that the employer is not entitled to recover from the worker what was deducted, or rules for a lesser amount, the employer must return to the worker what was deducted without right within seven (7) days from the date of the judgment. 2. The grievance of either party shall be filed within fifteen (15) working days, otherwise the right to file it shall lapse. The grievance period for the employer shall commence from the date of discovery of the incident, and for the worker from the date of notification by the employer.

No amount shall be deducted from a worker's wages against private rights without his written consent, except in the following cases: 1. Repayment of loans extended by the employer, provided that such deductions do not exceed ten percent (10%) of his wage. 2. Social insurance or any other contributions due on workers as provided for by law. 3. Worker's contributions to thrift funds or loans due to such funds. 4. Installments of any project undertaken by the employer to build housing for the purpose of ownership by the workers or any other benefit. 5. Fines imposed on the worker on account of violations he commits, as well as deductions made for damages he causes. 6. Any debt collected in implementation of a judicial judgment, provided that the monthly deduction shall not exceed one quarter (¼) of the worker's wage, unless the judgment provides otherwise. First to be collected is alimony, followed by food, clothing, and accommodation debts, before other debts. Article 93 In all cases, deductions made may not exceed half (½) the worker's due wage, unless the Commission for the Settlement of Labor Disputes determines that further deductions can be made or that the worker is in need of more than half (½) his wage. In the latter case, the worker may not be given more than three quarters (¾) of his wage in all cases.

1. If any amount is deducted from the worker's wages for reasons other than those specified in this Law without his written consent, or if the employer delays, without a valid justification, payment of the worker's wages beyond the due date set forth in the Law, the worker, his representative or the head of the competent Labor Office may submit a request to the Commission for the Settlement of Labor Disputes to order the employer to return to the worker any wrongfully-deducted amounts or to pay him his outstanding wages. 2. The said Commission may, if it establishes that the employer has unjustifiably deducted the said amounts or delayed the payment of the wages, impose on the employer a fine not exceeding twice the amount deducted from the worker's wage or twice the outstanding wages.

1. If the work contract or the labor organization regulation does not provide for the wage binding on the employer, the wage estimated for the same type of work in the firm, if any, shall be adopted; otherwise, the wage shall be estimated in accordance with the profession's norms at the place where the work is performed. In the absence of such norms, the Commission for Settlement of Labor Disputes shall estimate the wage in accordance with the dictates of justice. 2. The same shall also apply in determining the type and scope of the service that the worker is required to render.

1. If the worker's wage is determined on the basis of piecework or productivity, the average wage which the worker receives for his actual work days during the last year of his service shall be used as the basis for calculating any entitlements determined for the worker under this Law. 2. If the entire wage is the amounts received as commissions, a percentage of sales or the like which are by nature subject to increases or decreases, the daily average wage shall be calculated on the basis of the amounts the worker receives for the actual work days, divided by them.

If a worker is detained or taken into custody by the competent authorities in cases related to work or occasioned by it, the employer shall continue to pay the worker fifty percent (50%) of the wage until the case is decided, provided that the period of detention or custody shall not exceed one hundred eighty days (180). If said period exceeds that, the employer shall not be required to pay any portion of the wage for the excess period. If the worker is acquitted or the investigation is closed for lack of evidence or invalidity thereof, the employer shall return to the worker the amount previously deducted from his wage. However, if he is convicted, none of the payments made shall be recovered unless the judgment provides otherwise.

A worker may not actually work for more than eight (8) hours a day if the employer uses the daily work criterion, or more than forty-eight (48) hours a week if he uses the weekly criterion. During the month of Ramadan, the actual working hours for Muslims shall be reduced to a maximum of six (6) hours a day or thirty-six (36) hours a week.

The number of working hours provided for in Article ninety eight (98) of this Law may be raised to nine (9) hours a day for certain categories of workers or in certain industries and jobs where the worker does not work continuously. It may likewise be reduced to seven (7) hours a day for certain categories of workers or in certain hazardous or harmful industries or jobs. Categories of workers, industries and jobs referred to shall be determined pursuant to a decision by the Minister.

An employer may -with the Ministry's approval- In firms where work is done in shifts, increase the number of working hours to more than eight (8) hours a day or forty eight (48) hours a week, provided that the average working hours in three (3) weeks time shall not be more or less than eight (8) hours a day or forty eight (48) hours a week. Article 101 Working hours and rest periods during the day shall be scheduled so that no worker shall work for more than five consecutive hours without a break of no less than thirty (30) minutes each time during the total working hours for rest, prayer and meals, provided that a worker shall not remain at the workplace for more than twelve (12) hours a day.

The periods designated for rest, prayers and meals shall not be included in the actual working hours. During such periods, the worker shall not be under the employer's authority. The employer shall not require the worker to remain at the workplace during such breaks.

The Minister may specify, pursuant to a decision by him, the cases and jobs where work shall, for technical reasons or operational conditions, continue without breaks. In these cases and jobs, the employer is obligated to provide a period for prayer, food and rest in a manner organized by the facility’s management during work.

1. Friday shall be the weekly rest day for all workers. After proper notification of the competent labor office, the employer may replace this day for some of his workers by any other day of the week. The employer shall allow the workers to perform their religious obligations. The weekly rest day may not be compensated by cash. 2. The weekly rest day shall be at full pay and shall not be less than twenty-four (24) consecutive hours.

As an exception to the provisions of Article One hundred and fourth (104) of this Law, in remote areas and in jobs where the nature of work and operational conditions require continuous work, weekly rest periods accruing to the worker may be consolidated for up to eight (8) weeks if the employer and the workers agree to that effect, subject to the Ministry's approval. In calculating the consolidated weekly rest periods, it shall be taken into consideration that said periods begin at the hour the workers arrive at the nearest city with transportation services and end at the hour the workers return to it. Article 106 An employer may not comply with the provisions of Articles (98) ninety eight and (101)one hundred and one, and Paragraph one (1) of Article (104)one hundred and four of this Law, in the following cases: 1. Annual inventory activities, preparation of the budget, liquidation, closing of accounts and preparations for discount and seasonal sales, provided that the number of days during which the workers work shall not exceed thirty (30) days a year. 2. If the work is intended to prevent a hazardous accident, remedy its impact or avoid an imminent loss of perishable materials. 3. If the work is intended to meet unusual work pressure. 4. Eids, other seasons, occasions and seasonal activities specified pursuant to a decision by the Minister. In all of the above cases, the actual working hours shall not exceed ten (10) hours a day or sixty (60) hours a week. The maximum overtime hours allowed per year shall be determined by a decision of the Minister.

1. The employer must pay the worker additional wages for overtime hours, equivalent to the hourly wage plus (50%) fifty percent of their basic wage. The employer may, with the worker’s consent, grant the worker paid compensatory leave instead of the additional wages for overtime hours. The regulations shall specify the relevant provisions in this regard. 2. If work in the establishment is based on a weekly working hours standard, any hours exceeding the adopted weekly standard shall be considered overtime hours. 3. All working hours performed on holidays and official public holidays shall be considered overtime hours.

The provisions of Articles (98) ninety eight and (101) one hundred and one of this Law shall not apply to the following cases: 1. Persons occupying high positions of authority in management and direction, if such positions are such that their occupants enjoy the employer’s powers over the workers. 2. Preparatory or supplemental works which must be completed before or after commencement of work. 3. Work that is intermittent by necessity. 4. Guards and janitors, excluding civil security guards. The Regulations shall specify the jobs listed under paragraphs two (2),three (3), and four (4) of this Article and their maximum working hours.

1. A worker shall be entitled to a prepaid annual leave of not less than twenty one (21) days, to be increased to a period of not less than thirty (30) days if the worker spends five (5) consecutive years in the service of the employer. 2. A worker shall enjoy his leave in the year it is due. He may not forgo it or receive cash in lieu during his period of service. The employer may set the dates of such leave according to work requirements or may grant them in rotation to ensure smooth progress of work. The employer shall notify the worker of the date of his leave in sufficient time of not less than thirty (30) days.

1. A worker may, with the employer's approval, postpone his annual leave or days thereof to the following year. 2. An employer may postpone, for a period of not more than (90) ninety days, the worker's leave after the end of the year if required by work conditions. If work conditions require extension of the postponement, the worker's consent must be obtained in writing. Such postponement shall not, however, exceed the end of the year following the year the leave is due.

A worker shall be entitled to a wage for the accrued days of the leave if he leaves the work without using such leave. This applies to the period of work for which he has not used his leave. He is also entitled to a leave pay for the parts of the year in proportion to the part he spent at work.

Each worker shall be entitled to full-pay leave on Eids and occasions specified in the Regulations. Article 113 Without prejudice to the leaves granted to female workers as stipulated in this system, a worker shall be entitled to fully paid leave for a period of (5) five days in the event of their marriage and the death of their spouse, and the death of one of their ascendants or descendants, calculated from the date of the incident. (3) three days in the event of the death of a brother or sister. (3) three days in the event of the birth of a child, provided that the leave is taken within (7) seven days from the date of birth. The employer shall have the right to request supporting documents for these cases.

A worker shall be entitled to a paid leave of not less than ten (10) days and not more than fifteen (15) days, including Eid Al-Adha holiday, to perform Hajj only once during his service if he has not performed it before. To be eligible for this leave, the worker must have spent at least two (2) consecutive years of service with the employer. The employer may determine the number of workers who shall be given this leave annually in accordance with work requirements.

1. The worker - if the employer agrees to his affiliation with an educational institution or accepts his continuation therein - has the right to leave with full pay to take the exam for a non-repeated year, the duration of which is determined after the actual exam days. However, if the exam is for a repeated year, the worker has the right to leave without pay for the number of actual exam days. The worker shall be deprived of leave pay if it is proven that he did not take the exam, without prejudice to the employer’s right to hold him accountable disciplinarily. 2. If the worker does not obtain the employer’s approval for his affiliation with an educational institution, he may obtain leave to take the exam for the number of actual exam days, which shall be deducted from his annual leave if available. If this is not possible, the worker may obtain leave without pay for the number of actual exam days. 3. The worker must submit the leave request at least fifteen (15) days before the leave date. 4. The employer may ask the worker to submit documents supporting the leave request, as well as evidence that he took the exam. Article 116 A worker, subject to the employer's approval, may obtain leave without pay for a duration to be agreed upon by the two parties. The work contract shall be deemed suspended for the duration of the leave in excess of twenty (20) days, unless both parties agree otherwise.

A worker whose illness has been proven shall be eligible for a paid sick leave for the first thirty (30) days, three quarters (¾) of the wage for the next sixty (60) days and without pay for the following thirty (30) days, during a single year, whether such leaves are continuous or intermittent. A single year shall mean the year which begins from the date of the first sick leave.

A worker may not work for another employer, while enjoying any of his leaves provided for in this Chapter (Chapter 3, from Article 101 to Article 118 of this law). If the employer proves that the worker has violated this provision, he may deprive him of his wages for the duration of the leave or recover any wages previously paid to him.

Full-time workers who are affected by a collective temporary reduction in their normal working hours for economic, technical or structural reasons shall not be considered part-time workers.

The Minister shall issue the necessary rules and controls for organizing part-time work, indicating therein the obligations of the part-time workers and employers. To the exclusion of the protection extended to the similar full-time workers in terms of occupational health and safety and work injuries, the provisions of this Law shall apply only to the extent determined by the Minister.

An employer shall maintain the firm in a clean and hygienic condition. He shall provide lighting, supply potable and washing water, and comply with other rules, measures, and standards of occupational protection, health, and safety in accordance with what is specified in the Minister's decision. Article 122 An employer shall take the necessary precautions to protect the workers against hazards, occupational diseases, the machinery in use, and shall ensure work safety and protection. He shall post in a prominent place in the firm the instructions related to work and workers safety in Arabic and, when necessary, in any other language that the workers understand. The employer may not charge the workers or deduct from their wages any amounts for the provision of such protection.

An employer shall inform the worker, prior to engaging in the work, of the hazards of his job and shall require him to use the prescribed protective equipment. The employer shall supply the workers with the appropriate personal gear and train them on their use.

A worker shall use and preserve the personal protective equipment designated for each process and shall adhere to the instructions established to protect his health against injuries and diseases. He shall refrain from any action or omission that may lead to failure to implement the instructions, or misuse or impairment of the devices provided to protect the workplace as well as the health and safety of fellow workers.

An employer shall take necessary precautions for protection against fire and provide the technical means to combat it, including safety exits which shall be maintained in working condition at all times. Detailed instructions on fire prevention methods should be posted in a visible place in the workplace.

An employer shall be responsible for emergencies and accidents which may affect persons, other than his workers, who enter the workplaces by virtue of their official duties or with the approval of the employer or his agents, if such emergencies and accidents are due to negligence in taking the technical precautions required by the nature of his work, and he shall compensate them for damage and harm they may sustain in accordance with the general laws. Article 127 The provisions of this Chapter (Chapter 2, from Article 127 to Article 131 of this system) shall apply to high risk firms.

1. The term (high risk firm) shall mean: the firm which produces, prepares, disposes of, handles, uses or stores, on a permanent or temporary basis, one or more hazardous substances, or categories of these substances in quantities that exceed allowable limits the exceeding of which results in listing the firm among the high risk firms. 2. The term (hazardous substance) shall mean : any material or a mixture of substances that constitutes a hazard on account of its chemical, physical or toxic properties either alone or in combination with other substances. 3. The term (major accident) shall mean: any sudden occurrence such as a major leak, fire or explosion in the course of an activity within the high risk firm and which involves one or more hazardous substances posing a great immediate or potential danger to the workers, the public or the environment.

The Ministry shall establish controls to identify the high risk firms according to the hazardous materials list, their categories or both.

The employers shall coordinate with the Ministry to determine the status of their firms on the basis of the controls referred to in Article (129) one hundred and twenty-nine of this Law.

The Minister shall determine - by a decision from him - the professions and jobs that are considered dangerous or harmful or that may expose the worker to unusual risks or damages, and the categories in which it is prohibited - permanently or temporarily - to work in them or to work in them under special conditions, including the extent of the need to specify working hours for any of those categories, in accordance with the Kingdom’s relevant obligations contained in international agreements. Article 131 Bis The Minister shall -by a decision issued thereby- determine the professions and occupations that are considered hazardous or harmful, or that may expose the worker to unusual risks or damages, and the categories that are prohibited – permanently or temporarily – from being employed therein, or whose employment therein shall be subject to special conditions, including the extent of the need to specify working hours for any of those categories, in accordance with the Kingdom’s relevant obligations stipulated in international agreements.

The provisions of this Chapter (Chapter 3, from Article 132 to Article 141 of this law) shall not apply to the firms subject to the Occupational Hazards Branch of the Social Insurance Law.

If a worker sustains a work injury or an occupational disease, the employer shall be required to treat him and assume directly or indirectly all necessary expenses, including hospitalization, medical examinations and tests, radiology, prosthetic devices and transportation expenses to treatment centers.

An injury shall be deemed a work injury in accordance with the provisions of the Social Insurance Law. Occupational diseases shall also be considered work injuries and the date of the first medical diagnosis of the disease shall be treated tantamount to the date of injury.

Any relapse or complication arising from an injury shall be deemed an injury and shall be treated as such in terms of aid and treatment.

Occupational diseases shall be determined in accordance with the Occupational Diseases Schedule provided for in the Social Insurance Law. Degree of total or partial disability shall be determined according to the Disability Percentage Guide provided for in the said Law. Article 137 The injured person, in case of temporary incapacity for work resulting from a work injury, has the right to a financial allowance equivalent to their full wage for a period of sixty (60) days. Then, they are entitled to a financial compensation equivalent to seventy five percent (75%) of their wage for the entire duration of their treatment. If the treatment period reaches one year, or it is medically determined that their recovery is unlikely and their health condition does not enable them to work, the injury is considered a total disability, the contract is terminated, and they are compensated for the injury. The employer has no right to recover what they paid to the injured person during that year.

If an injury results in a permanent total disability or the death of the injured person, the injured person or his eligible beneficiaries shall be entitled to a compensation equal to his wages for (3) three years, with a minimum of (54,000) fifty four thousand riyals. If the injury results in a permanent partial disability, the injured person shall be entitled to a compensation equal to the percentage of the estimated disability in accordance with the approved disability percentage guide schedule multiplied by the amount of compensation for the permanent total disability.

An employer shall not be required to comply with the provisions of Articles one hundred thirty three (133), one hundred thirty seven (137), and one hundred thirty eight (138) of this Law if any of the following is established: 1. If a worker deliberately injures himself. 2. If an injury is caused by intentional misconduct on the part of the worker. 3. If a worker refuses to be examined by a physician or refuses to accept treatment by the physician designated by the employer without a valid reason.

Liability of previous employers of a worker suffering from an occupational disease shall be determined in light of the medical report of the attending physician. Previous employers shall be required to pay the compensation provided for in Article one hundred thirty eight (138) of this Law, each in proportion to the period of time the worker spent in their employment. Proportion to the period such worker has spent in his service, provided that the industries or occupations they engage in cause the disease the worker suffers from.

The procedures for reporting work injuries shall be determined pursuant to a decision by the Minister.

An employer shall make available one or more medical aid cabinets, supplied with drugs and other necessities required for first aid. The Regulations shall specify the contents of such cabinets of first aid means, numbers of such means and quantities of drugs and shall also regulate the method of keeping them and the conditions and requirements to be satisfied by first aid providers.

An employer shall assign one or more physicians to provide, at least once (1) a year, a comprehensive medical examination for his workers who are exposed to any of the occupational diseases listed in the Schedules of Occupational Diseases provided for in the Social Insurance Law. The findings of the examination shall be kept in the employer's records as well as in the worker's files.

An employer shall provide his workers with preventive and therapeutic health care in accordance with the standards set forth by the Minister, taking into consideration whatever is provided for by the Cooperative Health Insurance Law.

An employer may, subject to the Minister's approval, set up a saving and thrift fund provided that the worker's contribution is optional. The provisions regulating the operations of such funds shall be made public. Article 146 An employer shall provide at his own expense all or some of the following, as may be determined by the Minister, to those who work in places far from urban areas locations: 1. Shop for selling food, clothing and other necessities at moderate prices in places where such shops are not available. 2. Suitable recreational and educational services and sports facilities annexed to the workplaces. 3. Necessary medical arrangements to protect the workers' health and provide comprehensive treatment for their families (family shall mean spouse, children and parents residing with the worker). 4. Schools for the workers' children in the absence of sufficient schools in the area. 5. Mosques or prayer areas at the workplaces. 6. Literacy programs for the workers. The Regulations shall specify far from urban areas locations.

An employer operating in far from urban areas locations, mines, quarries and oil exploration centers shall provide his workers with accommodation, camps and meals. The Minister shall determine, pursuant to a decision by him, the conditions and specifications of the accommodations and camps as well as the charges for the accommodations, the number of meals, quantities and kinds of food and related conditions, cost of meals to the worker and any other requirements necessary for the workers' health.

An employer shall provide means for transporting his workers from their place of residence or from a certain gathering point to the places of work and bring them back daily, if the places of work are not served by regular means of transportation at times compatible with the working hours.

1. A female worker shall be entitled to maternity leave with full pay for a period of (12) twelve weeks, of which (6) six weeks following childbirth are mandatory. The remaining (6) six weeks may be distributed as she deems appropriate, starting from (4) four weeks before the expected date of delivery. The expected date of delivery shall be determined by a certified medical certificate issued by a health authority. If the remaining duration of the leave is less than (6) six weeks due to a delay in childbirth beyond the expected date, the additional period required to complete the (6) six weeks shall be considered unpaid leave. In all cases, the female worker shall have the right to extend this leave for an additional period of (1) one month without pay. 2. If a female worker gives birth to a sick child or a child with a disability requiring continuous care, she shall be entitled to a leave period of (1) one month with full pay, commencing immediately after the end of her maternity leave. She shall also have the right to extend this leave for an additional period of (1) one month without pay.

An employer shall provide medical care for female workers during pregnancy and delivery.

When a female worker returns to work following a maternity leave, she shall be entitled, in addition to the rest periods granted to all workers, to a rest period or periods not exceeding (1) one hour a day for nursing her infant. Such period or periods shall be calculated as part of the actual working hours and shall not entail any reduction in wages.

An employer may not terminate the employment of a female worker or give her a warning of the same during her pregnancy or while she is on maternity leave. This shall include the period she is ill as a result of either of them, provided that her illness is documented pursuant to an official medical report, and that her absence does not exceed one hundred eighty days (180) days a year whether separately or consecutively.

A female worker shall forfeit her entitlements under the provisions of this section (section 9: from article (149) to article (160) of this law) if she works for another employer during her authorized leave. In such an event, the original employer may deprive her of her wage for the duration of the leave or recover any payments made to her. Article 158 In all occupations and places where women are employed, the employer shall provide them with seats for resting.

1. An employer who employs (50) fifty female workers and more shall provide them with a suitable place with adequate number of babysitters to look after the children under the age of six (6) years, if the number of children reaches ten (10) and more. 2. The Minister may require the employer who employs a (100) hundred women and more in a single city to set up a nursery, either on his own or in conjunction with other employers in the same city, or alternatively to contract with an existing nursery to care for the children of the female workers who are under six (6) years of age during the work periods. In such case, the Minister shall set forth the terms and conditions regulating such facility as well as the charges imposed on the female workers benefiting from service.

1. A Muslim female worker whose husband dies shall be entitled to a leave (iddah leave) with full pay for a period of not less than (4) four months and ten (10) days starting from date of death. If she is pregnant, such leave may be extended without pay until her delivery. She may not, following childbirth, use the remainder of the leave granted to her under this Law. 2. A non-Muslim female worker whose husband dies shall be entitled to a (15) fifteen-day leave with full pay. In all cases, a female worker whose husband dies may not work for others during the leave period. The employer shall have the right to request supporting documents in the above mentioned cases.

Juvenile may not be employed in hazardous jobs or harmful industries or in occupations or jobs that may endanger their health, safety or morals due to the nature or conditions of the same. A Minister's decision shall specify such jobs, industries and occupations. Article 162 1. Any person under the age of (15) fifteen years may not be employed or allowed to enter places of work. The Minister may, pursuant to a decision by him, raise this age limit in certain industries or areas or for certain categories of Juvenile. 2. As an exception to Paragraph one (1) of this Article, the Minister may allow the employment or work of persons between (13) thirteen and fifteen (15) years of age in light works, subject to the following conditions: a) Such jobs shall not be potentially harmful to their health or growth. b) Such jobs shall not hinder their school attendance, participation in orientation or vocational training programs, or impair their ability to benefit from their schooling.

Juvenile may not work during a period of night the duration of which is not less than (12) twelve consecutive hours, except in cases determined pursuant to a decision by the Minister.

Juveniles may not be made to perform actual work for more than (6) six hours a day for all months except for the month of Ramadan when the actual working hours shall not exceed four (4) hours. Working hours shall be organized so that a Juvenile may not work for more than four (4) consecutive hours without (1) one or more periods, each not less than half an hour, for rest, food and prayers, provided that the Juvenile does not remain at the workplace for more than seven (7) hours. Juveniles may not be made to work during the weekly rest days, Eids, official holidays or annual vacations, nor shall they be subject to the exceptions provided for in Article (106) one hundred and six of this Law.

Prior to employing a Juvenile, the employer shall obtain from him the following documents: 1. The national identification card or an official birth certificate. 2. A report of physical fitness for the required job issued by a competent physician and duly certified by a health authority. 3. The consent of the Juvenile's guardian. Said documents shall be kept in the Juvenile's personal file. Article 166 An employer shall notify the competent labor office of the employment of each Juvenile within the (1) first week of such employment, and shall keep at the workplace a register for employed Juveniles, showing the name of the Juvenile, his age, full name of his guardian, his place of residence and date of his employment.

The provisions provided for in this section (section (10): from article 161 to article 167 of this law) shall not apply to work undertaken by children and Juveniles in schools for general, vocational or technical education, and in other training institutions, nor shall they apply to work undertaken in firms by persons who are at least fourteen (14) years of age if such work is performed in accordance with the conditions set forth by the Minister and if the work constitutes an essential part of the following: 1. An educational or training course the primary responsibility for which lies with a school or a training institution. 2. A training program all or the major part of which is implemented in a firm if approved by the competent authority. 3. An orientation program aimed at facilitating the selection of the career or type of training.

The terms “ship,” “ship operator,” “Master of ship,” “seafarer,” and “maritime employment contract” wherever they appear in this section shall have the meanings assigned to them in the Commercial Maritime Law.

All persons working on a ship’s deck shall be subject to the authority and orders of its master of ship.

All work contracts of seafarer working on a ship shall be entered in the ship’s records or appended thereto. Such contracts shall be drafted in a clear language, and shall indicate whether they are made for a specified period or for a single voyage. If the contract is made for a specified period, this period shall be clearly specified. If it is made for a single voyage, it shall specify the city or harbor where the voyage ends, and at what stage of unloading or loading the ship at this harbor the contract terminates.

The maritime employment contract shall provide for date and place of its conclusion, name of the Ship operator , name of the seafarer, his surname, age, nationality and homeland, type of assigned work, method of performance, certification for work in sea navigation, the personal marine card, wage and duration of the contract. If the contract is for a single voyage, it shall specify the city or harbor where the voyage ends and at what stage during the unloading or loading of the ship at the harbor the work ends, and other details of the contract. Such contract shall be made out in triplicates, one copy for the ship’s operator, and one for the master of the ship, to be kept aboard the ship and a copy for the seafarer.

The work terms and rules aboard the ship shall be posted in the crew quarters. These terms and rules shall include the following: 1. Seafarer's obligations and duties, organization rules for work aboard the ship, service timetables and daily working hours. 2. Obligations of the ship operator towards seafarers in respect of fixed wages, rewards, and other types of wage. 3. Method of suspending payment of wages and deductions therefrom and method of advance payments. 4. Place and time of settlement of wages as well as final calculation thereof. 5. Rules and ways for provision of food and accommodation aboard the ship. 6. Treatment of seafarer's illnesses and injuries. 7. Conduct of seafarer and conditions for their repatriation. 8. Seafarer's paid annual leaves. 9. End-of-service award and other indemnities payable upon termination or expiration of the work contract. Article 173 A seafarer shall satisfy the following: 1. He shall have completed (18) eighteen years of age. 2. He shall hold a certificate allowing him to work in marine service. 3. He shall be medically fit.

All the seafarer's entitlements shall be paid in the official currency. They may be paid in foreign currency if they become due while the ship is outside the territorial waters, subject to the seafarer's approval. The seafarer may ask the employer to pay his due monetary wage to the person designated by him.

If the voyage is cut short for any reason, voluntarily or forcibly, this shall not entail reduction of the wage of the seafarer employed on a marine work contract for a single voyage.

If the wage is set as a share of the profits or the proceeds of the ship’s charter, the seafarer shall not be entitled to compensation if the voyage is cancelled nor to a wage increase if the voyage is delayed or extended. If the delay or extension is due to the action of the shippers, the seafarer shall be entitled to compensation from the ship operator.

A seafarer shall be eligible for pay, through the day of occurrence, if the ship is captured, sinks or becomes unseaworthy.

Without prejudice to the provisions related to the maritime employment contract set forth in this system, the Regulation for the Maritime Employment Contract shall be issued by a decision of the Minister, in coordination with the General Transport Authority. This regulation shall include provisions related to the rights and obligations of both parties to the contract, living conditions, safety, food, sleeping arrangements, and entertainment on board the ship, as well as the measures required of the employer, rest periods and leave, the training and skill development of seafarers, the provisions for repatriation of seafarers, the issuance of a certificate confirming the ship’s compliance with the provisions of this system, the inspection and monitoring mechanism to ensure ships’ compliance with this system, the determination of violations and the penalties resulting therefrom, and the provisions for the amicable settlement of complaints.

Working hours aboard the ship’s deck while on the high seas shall not exceed fourteen (14) hours in a twenty four (24) hour period and not more than seventy (70) two (2) hours in a seven (7) day period.

A seafarer who contributes to aiding or rescuing another ship is eligible to a share of the reward that the ship on which he worked is entitled to, regardless of the type of wage of the work performed.

If a seafarer dies during the voyage, his heirs shall be eligible to receive his wages through the date of his death, if the wage is on a monthly basis. If the wage is on a voyage basis, the heirs shall be entitled to the full voyage wage, and if the wage is a share of profits, it shall be fully payable. The dues of the deceased or missing seafarer, or who is unable to collect his wage shall be deposited with the labor office at the port of destination in the Kingdom.

The employer may terminate the contract without prior notice and without compensation if the voyage is canceled before its commencement due to a cause beyond the control of the shipowner, provided that the wage is based on a per-voyage basis, unless the contract stipulates otherwise.

If the contract expires or is revoked, the employer shall be obligated to: 1. return the seafarer to the port of departure at the commencement of the contract. 2. provide him with food and accommodation until he reaches that port. Article 184 A ship operator shall return the seafarer to his country in the following cases: 1. If the ship operator cancels the voyage after the ship sails off. 2. If the voyage is cancelled after the ship sails off on account of prohibition of trading with the destination. 3. If the seafarer is removed from the ship due to illness, injury, or disability. 4. If the ship is sold in a foreign country. 5. If the seafarer is dismissed from service during the voyage without a legitimate justification. 6. If the contract concluded with the seafarer expires at a port other than the one provided for in the contract.

Working in mines and quarries shall mean the following: 1. Operations involving prospection, detection, extraction or manufacture of (solid or liquid) mineral substances, including precious stones, in the area for which the license has been issued. 2. Operations involving extraction, concentration or manufacture of mineral sediments on or under the ground surface in the area of the license. 3. Construction works, installation of structure and equipment related to the operations referred to in Paragraphs (1) and (2) of this Article.

It is not permissible to employ any person in a mine or quarry who has not reached the age of eighteen (18).

No person shall be allowed to engage in operations subject to the provisions of this section (section (12) : from article 185 to article 193 of this law) until he undergoes a complete medical examination and is proven to be physically fit for the required work. Such examinations shall be repeated periodically. The worker may not be required to bear the costs of necessary medical examinations. The Minister shall set forth pursuant to a decision by him the terms, conditions and periods that must be complied with.

The actual working hours spent by the worker underground shall not exceed (7) seven hours a day. No worker shall be kept at the workplace, above or underground, for more than ten (10) hours a day. If the work is conducted underground, such a period shall include the time needed for the worker to reach the underground and the time needed to return to the surface.

Access to the work location and facilities shall be prohibited for people other than the workers, persons authorized to inspect the mine or the quarry and persons holding special permits from the competent authority.

An employer shall keep a record to register and count the workers before their entry into the workplace and at the time of their exit therefrom.

An employer or the manager in-charge shall draft a list of orders and instructions related to the public safety.

An employer shall establish a rescue point in the vicinity of the workplace, equipped with necessary rescue and first aid equipment. Said point shall be equipped with suitable means of communication for immediate access and the employer shall appoint a trained technician to supervise the rescue and first aid operations.

Without prejudice to the provisions of Article one hundred fourty two (142) of this Law, the employer of each mine or quarry with at least fifty (50) workers shall set up a suitable location with a room equipped with rescue and first aid equipment, another room for nursing and one or more locker rooms. As for quarries and mines with less than fifty (50) workers located within a (20) twenty-kilometer radius of each other, employers may pool their resources to establish a place of rescue and first aid in between such quarries and mines, or else establish their own places of rescue and first aid. The Minister determine the rescue and first aid equipment, protection and prevention measures in mines and quarries as well as employer's responsibilities and worker's rights and duties.

Work inspection shall be carried out by inspectors appointed from among the Ministry’s staff or other Saudis pursuant to a decision by the Minister or his designee. They shall have the powers provided for in this Law.

Labor inspectors shall be responsible for the following: 1. Monitoring the implementation of the provisions of this law, its regulations, and the decisions issued in execution thereof. 2. Providing employers and workers with information and technical guidance that enables them to adopt the best methods for implementing the provisions of this system. 3. Informing the relevant officials at the Ministry of any deficiencies in the existing provisions that fail to address certain matters and proposing the necessary amendments. 4. Recording violations of the provisions of this system, its regulations, and the decisions issued in execution thereof. 5. Verifying violations detected by other competent government entities and referred to the Ministry. 6. Proposing appropriate fines in accordance with the schedule of violations and penalties.

Labor inspectors shall have the right to: 1. Enter any establishment subject to the provisions of the Labor Law at any time during its working hours without prior notice. 2. Conduct any necessary inspection or investigation to ensure proper implementation of the system, and, in particular, they shall have the right to: a. Question the employer, their representative, or workers—either individually or in the presence of witnesses—about any matter related to the implementation of the provisions of the law. b. Examine all books, records, and other documents required to be maintained in accordance with the provisions of this law and the decisions issued pursuant thereto, and obtain copies or extracts thereof. c. Take samples of materials used or handled in industrial and other operations subject to inspection, which are suspected of having harmful effects on workers’ health or safety, for the purpose of analyzing them in government laboratories to determine the extent of such effects, with notification to the employer or their representative.

Employers, their agents, and their responsible personnel at the workplace shall provide labor inspectors and workers assigned to labor inspection with the necessary facilities to perform their duties. They shall also provide them with any requested information related to the nature of their work, comply with requests to appear before them, and appoint a representative on their behalf if so requested.

A person conducting inspection shall notify the employer or his representative of his visit except where he believes that the task for which the inspection is being made requires otherwise.

A work inspector may instruct employers to amend the rules for operating their equipment and machinery at deadlines he specifies, to ensure compliance with the provisions pertaining to workers’ health and safety. In the event of a hazard threatening the worker's health and safety, the inspector may request the immediate implementation of measures he may deem necessary to prevent such hazard.

A work inspector shall treat with absolute secrecy complaints he receives regarding any shortage in equipment or any violation of the provisions of the Law, and shall not disclose to the employer or his representative the existence of such complaints.

Whenever the need arises, physicians, engineers, chemists, and specialists in occupational health and safety shall participate in the inspection. If necessary, the director of the labor office and inspectors may request the competent executive bodies to extend the required assistance.

The Minister shall issue the executive regulation for regulating and organizing inspection activities.

Without prejudice to any more severe penalty stipulated by another law, anyone who violates any provision of this law, its regulations, or the decisions issued in implementation thereof, shall be subject to one or more of the following penalties: a. A financial fine not exceeding (100,000) one hundred thousand Saudi Riyals. b. Closure of the establishment for a period not exceeding (30) thirty days. c. Permanent closure of the establishment. The penalty imposed on the violator may be doubled in case of repeated violations. Fines shall be multiplied according to the number of persons in respect of whom the violation occurred.

bis Anyone who violates the provisions of paragraph one (1) of Article thirty (30) of this law shall be punished with a fine of not less than (200,000) two hundred thousand Saudi Riyals and not more than (500,000) five hundred thousand Saudi Riyals, without prejudice to the provisions of Article (229) two hundred and twenty-ninth of this law.

The Ministry, by a decision of the Minister or his delegate, may impose one or both of the penalties stipulated in subparagraphs (a) and (b) of paragraph one (1) of Article (229) two hundred and twenty-ninth of this law, provided that it does not exceed half of the maximum limit prescribed for either of them, and it is permissible to appeal the decision issued with the penalty before the competent Administrative Court. The Minister shall issue a schedule specifying the violations and the corresponding penalties that do not exceed half (1/2) of the maximum limit of the two penalties stipulated in subparagraphs (a) and (b) of paragraph one (1) of Article (229) two hundred and twenty-ninth of this law, taking into account the gradual determination of their amount and their proportionality to the severity of the violation. The Minister shall issue a schedule specifying the violations whose penalties exceed half (1/2) of the maximum limit of the two penalties stipulated in subparagraphs (a) and (b) of paragraph one (1) of Article (229) two hundred and twenty-ninth of this law, and also specifying the violations whose penalty is the penalty stipulated in subparagraph (c) of paragraph one (1) of the said article. If the violation warrants a penalty exceeding half (1/2) of the maximum limit prescribed for it, or is one of the violations that warrant the penalty of permanent closure of the establishment, according to the schedule stipulated in paragraph three (3) of this article, the Ministry shall file a lawsuit before the competent court to consider it and impose the appropriate penalty stipulated in Article (229) two hundred and twenty-ninth of this law. It is permissible to agree between the Ministry and the violator to settle the violation by paying the fine amount estimated by the Ministry, provided that this settlement is issued by a decision of the Minister or his delegate.

The violator shall be obliged to rectify the violation within a period specified by the regulations, and in the event of failure to rectify it, it shall be considered a new violation.

The fines prescribed under this law shall be collected in accordance with the procedures followed in collecting public funds, and the amounts shall accrue to the Human Resources Development Fund.

The Minister may grant a financial reward of not more than (25%) twenty five percent of the amount of the fine collected to inspectors and others who help in uncovering any of the violations of the provisions of this Law, its Regulations, and the decisions issued in implementation thereof.

1. Labor courts may not hear any claim arising from this Law or from an employment contract upon the lapse of twelve (12) months from the date of termination of the employment relation unless the claimant provides justification acceptable to the court or the defendant admits the right subject of the claim. 2. Labor suits shall be expeditiously heard. Article 235 An employer may not, during the hearing of a suit before a labor court, alter employment conditions existing prior to the initiation of proceedings in a manner that undermines the interest of the worker in the suit.

The Minister shall issue, within one hundred eighty (180) days from the effective date of this Law, the decisions and regulations necessary for implementing the provisions of this Law. The Implementing Regulations shall be published in the Official Gazette.

This Law shall supersede the Labor and Workers Law promulgated by Royal Decree No. (M/21), dated 6 Ramadan 1389H and shall repeal all the provisions that are inconsistent with it. Regulations and decisions issued prior to the effective date of this Law shall remain in effect until they are amended.

This Law shall be published in the Official Gazette and shall come into effect one hundred eighty (180) days after the date of its publication.