Saudi Labour Law 2026: What Overseas Workers Need to Know

Saudi labour law sets the rules for every worker in the Kingdom, including the millions of overseas workers in healthcare, hospitality, construction, and domestic work. The law covers contracts, working hours, wages, leave, end-of-service benefits, and termination, and the 2021 reforms gave expatriate workers more freedom to change jobs and leave the country without their sponsor's permission.

The most important things to know are these: your contract must be in writing and registered on the Qiwa platform, your employer cannot keep your passport, overtime is paid at 150 percent of your normal hourly wage, and you are entitled to an end-of-service benefit when your contract ends. If any of these rights is violated, you can complain through Qiwa or a labour office for free.

Every employment relationship in Saudi Arabia must be based on a written contract, and for expatriate workers the contract must be registered on Qiwa, the government's labour platform. The contract must state your job title, your wage, your working hours, your probation period, and the contract duration. Always keep a copy of your signed contract, and check that the wage in the contract matches what was in your offer letter.

The standard working week is 48 hours, or eight hours a day over six days. During Ramadan the working day is reduced to six hours for Muslim workers. Hours worked beyond the standard are overtime, paid at 150 percent of your normal hourly wage. You must get at least one rest day a week, and you are entitled to paid public holidays as set by the government.

Your probation period can be up to 90 days, extendable once to 180 days if your contract allows it. During probation either party can end the contract without compensation, unless the contract says otherwise. After probation, termination requires notice — usually 30 days for a monthly-paid worker, or the notice period in your contract.

Your employer must pay your wages on time, and in Saudi Arabia wages are paid through the Wage Protection System, which records payments electronically. If your wages are late or unpaid, the system flags it, and you can complain. Never accept a verbal promise to pay later without a written record — if it is not in writing, it is hard to prove.

You are entitled to annual leave of at least 21 days a year, rising to 30 days after five years of service with the same employer. You are also entitled to sick leave: full pay for the first 30 days, three-quarters pay for the next 60 days, and unpaid leave for the following 30 days, provided you have a medical certificate. Female workers are entitled to 10 weeks of maternity leave with full pay.

End-of-service benefit is one of the most valuable rights under Saudi law. You receive half a month's wage for each of the first five years of service, and one month's wage for each year after that, calculated on your last wage. For a worker who completes five years on a monthly wage of 3,000 riyals, that is 7,500 riyals. This benefit is paid when your contract ends, whether you resign or are terminated, though the amount can be reduced if you resign early in the contract.

If your employer terminates your contract without a valid reason, you may be entitled to compensation. The amount depends on your contract type: for a fixed-term contract it is the wages for the remaining period, and for an open-ended contract it is at least 15 days' wages for each year of service. Your contract may set a higher amount, and the higher figure applies.

Your employer must give you notice before termination, and must pay all outstanding wages, unused leave, and your end-of-service benefit on your last working day or shortly after. They must also handle your final exit visa properly. If you are terminated, ask for the termination in writing with the reasons stated, and do not sign any document you do not understand.

Resigning is also possible, but the consequences depend on your contract. If you resign during a fixed-term contract, you may owe compensation to your employer. If you resign after your contract has ended or with proper notice, you keep your full end-of-service benefit. Always check the resignation terms in your contract before you hand in your notice.

The 2021 labour reforms changed the sponsorship system significantly. Most expatriate workers can now transfer to a new employer without their current sponsor's permission, provided they meet the conditions set out in the regulations — for example, that their contract has ended, or that their employer has violated the contract. The transfer is processed through Qiwa, and your new employer initiates it.

Workers can also leave Saudi Arabia without their sponsor's permission, subject to their contract terms. This is a major change from the old system, where the sponsor controlled both job changes and exit. However, the reforms do not apply to all workers — domestic workers have separate rules, and some categories still need sponsor cooperation, so check your own situation on Qiwa or with the labour office.

The practical advice is this: keep your Qiwa account active and check it regularly. Your contract, your transfer status, and your exit permissions are all visible there. If your employer has not registered your contract on Qiwa, ask them to — an unregistered contract is a warning sign, and it makes it harder for you to transfer or complain.

If your employer violates the labour law — unpaid wages, passport confiscation, excessive working hours, or unsafe conditions — you can complain. The first step is to file a complaint through the Qiwa platform or at the nearest labour office. Complaints are free, and you do not need a lawyer to start one.

The labour office will try to settle the dispute through mediation. If mediation fails, the case goes to the labour court, which can order your employer to pay unpaid wages, end-of-service benefits, and compensation. Keep all your evidence: your contract, your payslips, your work schedule, and any messages from your employer. A written record is always stronger than a verbal claim.

Your employer cannot punish you for filing a complaint. If they threaten you, reduce your pay, or terminate you because you complained, that is itself a violation of the law, and you should report it. You can also contact your country's embassy in Riyadh or Jeddah, which can provide advice and, in serious cases, assistance.

SteadStaff connects workers with Saudi employers and supports candidates through the recruitment process, including guidance on contracts, Saudi labour law, and the documents you will need. The process begins with a review of your resume and experience, followed by employer matching and interview preparation.

There are no guaranteed placements and no job is promised before an employer interview. What you get is a structured route: help understanding your contract and your rights under Saudi labour law before you sign, and guidance on the paperwork for your visa. If you are considering a job in Saudi Arabia, start your application now so that employer matching is under way while you prepare.