Best Employment Rights Lawyers in Al Falah

About Employment Rights Law in Al Falah, Saudi Arabia

Al Falah is a neighborhood in Riyadh, so employment relationships there are governed by national Saudi labor law. The core rules are set by the Labor Law and its executive regulations, administered by the Ministry of Human Resources and Social Development. Disputes are first addressed through the Ministry’s amicable settlement process, and unresolved cases proceed to the Labor Courts under the Ministry of Justice. Digital platforms such as Qiwa manage work contracts and mobility services, and the Wage Protection System tracks salary payments through banks. Social insurance for work injuries and end of service benefits contributions are managed by the General Organization for Social Insurance.

Whether you are a Saudi national or an expatriate, your employment should be documented by an Arabic contract that sets pay, duties, hours, leave, and termination terms. Workers have rights to fair pay, rest, leave, a safe workplace, protection from harassment, and access to formal complaint channels. Employers have duties to comply with wage payment rules, provide a written contract, observe working hour limits and leave, register workers for social insurance, and follow proper procedures when ending employment.

Why You May Need a Lawyer

You may benefit from legal help if you believe your employer breached the contract or the law. Common situations include unpaid or delayed wages, inaccurate end of service benefits calculations, wrongful or arbitrary termination, insufficient notice, disputes about overtime or working hours, denial of annual or sick leave, workplace harassment or discrimination, health and safety incidents or work injuries, non compete and confidentiality disputes, changes to duties or location that materially affect your job, immigration and mobility issues such as transfer, exit-reentry, or final exit complications, and settlement discussions where you want to protect your rights and document the agreement correctly.

A lawyer can review your contract, calculate entitlements, gather evidence, manage filings in Arabic, represent you during amicable settlement and in court, and negotiate a resolution. If you are an employer, counsel can help draft compliant contracts and policies, respond to complaints, and manage restructurings or terminations in line with the law.

Local Laws Overview

Employment contracts and language requirements: A written Arabic contract is required. For non Saudis, contracts are typically fixed term. If a contract for a non Saudi appears indefinite, the law treats it as tied to the work permit validity. The contract must state wage, duties, hours, leave, place of work, and termination terms. Any non compete must be in writing and limited in time, place, and scope, and generally cannot exceed two years after employment ends.

Probation: Probation can be up to 90 days and may be extended once by written agreement up to 180 days in total. Official holidays and sick leave are not counted in the probation period. During probation either party can end employment consistent with the contract and the law, while paying all earned dues.

Working hours and overtime: The general limit is 8 hours per day or 48 hours per week. For Muslim workers during Ramadan, the limit is reduced. Employees are entitled to a weekly rest day. Overtime is paid at not less than 150 percent of the hourly wage for hours beyond the legal limit and for work on weekly rest days and public holidays. Certain managerial or supervisory roles may be exempt from overtime rules based on the regulations.

Leave entitlements: Annual leave is at least 21 days of paid leave per year and increases to at least 30 days after 5 consecutive years with the same employer. Workers have sick leave with pay according to graded durations set by law. Female employees are entitled to maternity leave of 10 weeks with statutory pay rules and protection from termination in relation to pregnancy and maternity. After childbirth there are nursing breaks during the workday. Leave is also available for public holidays and special circumstances provided by the law, including Hajj leave as prescribed.

Wages and the Wage Protection System: Employers must pay wages through bank transfer on the due date and report to the Wage Protection System. Unjustified delays trigger enforcement actions. There is no single universal minimum wage for all private sector workers, although certain programs set thresholds for counting Saudi nationals in localization schemes.

End of service benefits: When employment ends, employees are generally entitled to an end of service benefit calculated as half a month of wage for each of the first five years of service and one month of wage for each year thereafter, prorated for partial years. Different rules may apply in case of resignation, and certain serious misconduct grounds may affect entitlements. Parties can agree to more favorable terms in the contract.

Termination and notice: Employers and employees must follow lawful grounds and procedures. For ongoing monthly paid roles, the notice period is commonly 60 days, and for others 30 days, unless the contract provides better terms. Compensation may be due if termination occurs without valid reason under Article 77 style rules, typically based on service length or remaining contract term, subject to minimums. Employers must issue a service certificate and settle all dues promptly.

Health, safety, and harassment: Employers must provide a safe workplace, training, and equipment to prevent injuries. Work injuries and occupational diseases are covered by social insurance. The Anti Harassment Law applies to the workplace, and employers must have procedures to receive and address complaints. Workers can report violations confidentially through official channels.

Mobility and immigration: Labor mobility, exit reentry, and final exit are governed by current regulations and digital platforms. Eligible private sector workers can request certain services electronically, subject to conditions, notice, and any pending obligations. Different rules apply to domestic workers and similar categories under a separate regulation.

Dispute resolution in Riyadh including Al Falah: Most employment disputes start at the Ministry’s amicable settlement office. If not resolved within the prescribed period, the case can be filed with the Labor Court through the Ministry of Justice. There are time limits to file claims, including a deadline that typically runs from the end of the employment relationship, so early action is important.

Frequently Asked Questions

Do I need an Arabic employment contract in Al Falah

Yes. The official version must be in Arabic. A bilingual contract is common, but in case of conflict the Arabic text generally prevails. Make sure the contract covers job title, duties, salary and allowances, work location, hours, leave, probation, termination, and any non compete or confidentiality terms.

What are normal working hours and how is overtime paid

The standard is up to 8 hours per day or 48 per week. Overtime is paid at not less than 150 percent of the hourly wage for extra hours, work on weekly rest days, or public holidays. Some managerial or supervisory roles may be excluded from overtime rules if they meet regulatory criteria.

How is the end of service benefit calculated

As a general rule, it is half a month of wage for each of the first five years and one month of wage for each subsequent year, prorated for partial years. The wage used is usually the last wage including regular allowances. Different percentages can apply on resignation versus termination, and misconduct can affect eligibility.

Can my employer keep my passport

No. Employers should not retain employee passports except temporarily with the worker’s documented consent. Retaining passports is treated as a violation. If your passport is withheld, you can request its return and report the issue to the authorities if needed.

What notice period applies if I am terminated

Unless your contract provides a longer notice, monthly paid employees typically require 60 days notice and others 30 days. If notice is not given, the terminating party usually owes pay in lieu of notice. Some serious misconduct grounds allow immediate termination as defined by the law.

What leave am I entitled to

At least 21 days paid annual leave increasing to 30 after 5 years with the same employer, public holidays, sick leave with graduated pay, maternity leave of 10 weeks with statutory pay rules for eligible workers, short leave for family events as set by law, and Hajj leave once during employment subject to conditions. Check your contract and company policy for any enhancements.

How do I raise a complaint in Al Falah

Start by reviewing your contract and internal policy. You can submit a complaint to the Ministry’s Labor Office for amicable settlement in Riyadh. If unresolved within the prescribed period, you can file a case with the Labor Court. Keep all evidence such as contracts, pay slips, emails, and time records.

Is there a deadline to file a labor claim

Yes. Labor disputes are subject to time limits. A key deadline applies after the employment relationship ends, and claims should be filed within that statutory period. Because the time bar is strict, seek advice and start the amicable settlement process as early as possible.

Are non compete clauses enforceable

They can be enforceable if they protect legitimate business interests and are reasonable in scope, place, and time. The law sets a general maximum post employment duration, and the clause must be in writing. Overbroad restrictions risk being limited or rejected.

What if my wages are delayed or underpaid

Wages must be paid on time through the bank. Delays or underpayments can be reported to the Ministry. The Wage Protection System helps verify payment dates and amounts. You can claim unpaid wages, overtime, and related penalties through the official complaint channels.

Additional Resources

Ministry of Human Resources and Social Development Amicable Settlement Services: The primary channel for employment complaints, wage issues, and mediation with employers in Riyadh, serving residents of Al Falah and nearby areas.

Labor Courts under the Ministry of Justice: Specialized courts that adjudicate employment disputes after amicable settlement efforts. Filing and case tracking are available through official portals and service centers.

Qiwa Platform: The national employment platform used for digital contracts, job mobility services, and organizational licensing functions in the private sector.

General Organization for Social Insurance: Handles social insurance registration, contributions, and occupational hazard claims for work injuries and diseases.

Council of Health Insurance: Oversees mandatory health insurance for private sector employees and handles related complaints.

Human Rights Commission and National hotlines: Bodies that receive reports concerning rights violations, including passport retention, trafficking, or harassment concerns.

Riyadh Chamber of Commerce and Industry: Offers guidance and services that can help employers and employees understand compliance and best practices.

Licensed Law Firms and the Saudi Bar Association: Directories and professional bodies to help you find licensed labor and employment lawyers in Riyadh.

Next Steps

Document everything. Gather your employment contract, any amendments, pay slips, bank statements, time sheets, emails, warning letters, medical certificates, and any policy documents. Make a dated timeline of events and list your questions and goals.

Check your status and deadlines. Confirm your residency and work authorization status, the type and term of your contract, and any notice provisions. Be mindful of the legal time limits for bringing claims, especially after employment ends.

Try internal resolution. Where safe and appropriate, raise the issue in writing with HR or management and request a meeting. Keep communication factual and respectful and save copies.

Use official channels. If the issue is not resolved, file a complaint with the Ministry’s amicable settlement service in Riyadh. Attend sessions and present your documents. If no settlement is reached within the prescribed period, prepare to escalate to the Labor Court.

Calculate your entitlements. Estimate unpaid wages, overtime, leave balance, and end of service benefits. A lawyer can verify calculations, evaluate compensation under termination provisions, and advise on settlement ranges.

Seek legal advice. For complex cases such as wrongful termination, harassment, mobility and exit issues, or significant monetary claims, consult a licensed employment lawyer in Riyadh. Ask about strategy, timelines, evidence, fees, and the strength of your case.

Protect yourself. Do not surrender your passport. Keep originals of your documents. Avoid signing releases or settlements you do not understand. If you sign, ensure the agreement is in Arabic, clearly states all amounts and dates, and is filed through the proper channels when required.

Follow through. Attend hearings, meet deadlines, and update your records. If you reach a settlement, confirm payment through bank transfer and obtain a receipt and service certificate.