Best Hiring & Firing Lawyers in Al Falah

About Hiring & Firing Law in Al Falah, Saudi Arabia

Al Falah is a neighborhood within Riyadh, and hiring and firing in Al Falah is governed by national Saudi labor laws administered by the Ministry of Human Resources and Social Development. Employers and employees operating in Al Falah must comply with the Saudi Labor Law, implementing regulations, Saudization requirements, wage protection rules, and court procedures that apply across the Kingdom. Local practice in Al Falah follows Riyadh-level enforcement and court processes, including the Amicable Settlement Office and the Riyadh Labor Court.

Saudi employment is contract based. Employment may be fixed term or indefinite, and terminations must follow lawful grounds, statutory notice, and benefit calculations. The system is highly documented, Arabic prevails for official contracts and filings, and electronic government platforms such as Qiwa and WPS play a central role in compliance. For expatriates, job mobility, exit-reentry permissions, and residency documentation are important parts of the employment lifecycle.

Why You May Need a Lawyer

You may need a lawyer if you are drafting or negotiating employment contracts, especially when aligning Arabic and bilingual versions, setting probation conditions, confidentiality and non-compete clauses, or incentive plans. Legal review helps ensure your documents comply with Saudi law and sector specific rules, including Saudization and position localization requirements.

Legal assistance is valuable when terminating employment or restructuring. A lawyer can confirm whether grounds for termination are valid, calculate notice, accrued leave, overtime, and end-of-service benefits, and reduce the risk of wrongful termination claims. Counsel can guide you through performance management steps, disciplinary procedures, and documentation that are critical in disputes.

Employees often seek legal help if wages are delayed, passports are retained, they face harassment or discrimination, or they believe termination was unlawful. Lawyers can assist with filing complaints with the Amicable Settlement Office, meeting strict deadlines, and presenting claims before the Labor Court. For expatriates, counsel can address job mobility requests, exit-reentry permissions, and sponsorship compliance issues.

Local Laws Overview

Employment contracts and language. Written contracts are strongly recommended and effectively mandatory in practice. Arabic controls in case of conflicts with another language. Contracts identify job title, workplace, wage components, working hours, probation, leave, and termination terms. Fixed term contracts end on expiry unless renewed. Indefinite contracts continue until lawfully terminated with notice and a legitimate reason.

Saudization and position localization. Employers in Al Falah must comply with Nitaqat Saudization quotas and role-specific localization rules that reserve certain jobs for Saudi nationals. Non-compliance can restrict services on government platforms or lead to penalties.

Recruitment and onboarding. Employers must verify the right to work, maintain compliant iqama data for expatriates, and register employees in the Wage Protection System and social insurance where applicable. Background checks should be proportionate and respect local privacy norms.

Probation. Probation is commonly up to 90 days excluding official holidays and sick leave, and may be extended up to 180 days if agreed in writing before starting. During probation, either party may terminate if the contract allows, provided statutory protections are respected.

Working time and pay. Standard hours are generally 8 per day and 48 per week, with reductions during Ramadan for Muslim workers. Overtime typically attracts 150 percent pay for hours beyond statutory limits or during designated rest days. Employers must pay wages on time through the Wage Protection System.

Leave. Minimum annual leave starts at 21 days and increases to 30 days after 5 years of service. Public holidays include Eid periods and Saudi National Day. Sick leave may extend up to 120 days in a service year with graduated pay. Maternity leave is generally 10 weeks with pay depending on length of service. Paternity leave is available for a short period.

Conduct and workplace protection. The Anti-Harassment Law prohibits workplace harassment and requires employers to act on complaints. Employers may apply disciplinary sanctions that comply with law and internal policies. Immediate termination is allowed for enumerated gross misconduct grounds if due process is followed.

Termination and notice. At-will employment does not apply. Employers must have a lawful reason and provide notice unless terminating for a legally recognized cause. Typical notice is 60 days for monthly paid workers under indefinite contracts and 30 days for others, unless the contract provides more favorable terms. Fixed term contracts end upon expiry, but early termination triggers compensation unless justified under the law.

End-of-service benefits. On termination, eligible employees receive end-of-service benefits based on final wage. The common formula is half a month of wage for each of the first 5 years and one month for each subsequent year, with pro-rating for partial years. On resignation, partial entitlements may apply, such as one-third after 2 to 5 years, two-thirds after 5 to 10 years, and full after 10 or more years.

Compensation for unlawful termination. Article 77 provides compensation if termination is unlawful and the contract does not specify a different formula. As a general rule, compensation may be 15 days wage per year of service for indefinite contracts and the remaining wages for fixed terms, subject to a statutory minimum such as two months wage. Contract specific clauses and the latest regulations should be checked.

Expatriate mobility and permits. Under the Labor Reform Initiative, eligible expatriates may change jobs and obtain exit-reentry and final exit through official platforms if legal conditions are met. Employers may not retain employee passports. Residency and work authorization must remain valid throughout employment.

Dispute resolution. Most labor disputes begin at the Amicable Settlement Office. If not resolved, cases proceed to the Labor Court under the Ministry of Justice. There are strict time limits to bring claims, often within 12 months from the end of the employment relationship, so timely action is critical.

Frequently Asked Questions

Is at-will employment recognized in Al Falah, Saudi Arabia

No. Employment is contract based. Termination must follow lawful grounds, procedures, and notice, except for specified gross misconduct cases.

What are typical notice periods for termination

For indefinite contracts, monthly paid employees typically have 60 days notice, and other employees 30 days, unless the contract provides more favorable terms. Notice may be waived with payment in lieu if the law and the contract allow.

How is the end-of-service benefit calculated

It is usually half a month wage for each of the first 5 years and one month for each subsequent year, based on the last wage, with pro-rating for partial years. Resignation may reduce the entitlement depending on years of service.

Can an employer terminate for poor performance

Yes, but the employer should document performance issues, provide warnings or improvement plans, and give a reasonable opportunity to improve. Abrupt termination without process can lead to disputes and compensation.

What is the maximum probation period

Probation is commonly up to 90 days excluding official holidays and sick leave. It can be extended up to 180 days if agreed in writing before employment starts. Termination during probation must follow the contract and the law.

Are passports allowed to be held by employers

No. Retaining employee passports is prohibited. Employees should keep their own travel documents. Violations can attract penalties.

What overtime rate applies

Overtime is generally paid at 150 percent of the hourly wage for hours exceeding statutory limits or for work on designated rest days or holidays, subject to the law and any more favorable contract terms.

What compensation applies for unlawful termination

If the contract does not specify a different formula, Article 77 compensation can apply. A common default is 15 days wage per year of service for indefinite contracts and the remaining wages for the unexpired period of fixed term contracts, with a minimum such as two months wage. Exact entitlements should be confirmed against the current law and the contract.

How do I file a labor complaint in Al Falah

Start by filing with the Amicable Settlement Office under the Ministry of Human Resources and Social Development. If unresolved, the case is escalated to the Labor Court in Riyadh. Keep copies of your contract, payslips, WPS records, warnings, and correspondence.

What are the timelines to bring a claim

Labor claims are subject to strict filing deadlines, often requiring submission to the Amicable Settlement Office within 12 months from the end of the employment relationship before proceeding to court. Do not delay in seeking advice because missing a deadline can bar the claim.

Additional Resources

Ministry of Human Resources and Social Development. This is the primary regulator for labor relations, Saudization, inspections, and amicable settlement services. The unified call center is 19911.

Riyadh Amicable Settlement Office. Handles initial dispute mediation for employees and employers in Al Falah and the wider Riyadh area.

Riyadh Labor Court, Ministry of Justice. Hears labor disputes that are not resolved amicably and issues enforceable judgments. The MOJ call center is 1950.

Qiwa platform. The national platform for employment contracts, job mobility requests, professional certification, and other HR services.

Wage Protection System and Mudad. Used to process and monitor wage payments and demonstrate compliance with timely salary transfers.

General Organization for Social Insurance. Manages social insurance registrations, contributions, and benefits for eligible employees. The contact center is 800-124-3344.

General Directorate of Passports. Oversees iqama, exit-reentry, and final exit for expatriates. The call center is 992.

Human Resources Development Fund. Provides support and programs related to training and employment of Saudi nationals, including incentives relevant to Saudization compliance.

Next Steps

Document everything. Collect your employment contract, job offer, company policies, payslips, WPS statements, performance reviews, warnings, attendance records, and any emails or messages related to the issue. Keep Arabic originals and any translations.

Assess your position. Identify the type of contract, your length of service, wage components, accrued leave, and whether you are on probation. Note any special clauses like non-compete or agreed compensation under Article 77.

Seek early legal advice. A lawyer familiar with Saudi labor practice in Riyadh can estimate entitlements, propose strategies, and prepare filings that meet procedural requirements and deadlines.

Use official channels. File a complaint with the Amicable Settlement Office if negotiation fails. If no settlement is reached, be ready to proceed to the Labor Court with organized evidence and clear calculations of claims or defenses.

Maintain compliance. Employers should audit contracts, WPS submissions, Saudization status, leave and overtime records, and disciplinary processes. Employees should ensure their residency and work authorization remain valid and up to date.

Act promptly. Deadlines can be short, and early action improves outcomes. This guide provides general information only and is not a substitute for tailored legal advice specific to your situation in Al Falah, Saudi Arabia.