Best Labor Law Lawyers in Al Falah

About Labor Law in Al Falah, Saudi Arabia

Al Falah is a neighborhood in Riyadh, and labor relations there are governed by nationwide Saudi Labor Law and its implementing regulations. The primary authority is the Ministry of Human Resources and Social Development, often referred to as MHRSD. Key compliance platforms include Qiwa for employment contracts and mobility services, Mudad for payroll and Wage Protection System reporting, and GOSI for social insurance and work injury coverage. Labor disputes are first handled through MHRSD Amicable Settlement and then, if unresolved, by the Labor Courts under the Ministry of Justice. While workplaces in Al Falah are subject to the same rules as the rest of Saudi Arabia, practical factors such as the Riyadh labor market, Saudization programs, and proximity to government offices can affect how quickly issues are addressed.

Why You May Need a Lawyer

People seek labor lawyers when they face termination or disciplinary action and need to confirm if the employer followed lawful procedures and provided proper notice and compensation. Legal help is often needed for unpaid wages, delayed salaries, overtime disputes, end of service benefit calculations, and holiday or leave entitlement disagreements. Employees may also need advice on non-compete clauses, confidentiality, and intellectual property terms in their contracts, especially when changing jobs within Riyadh. Expatriate workers commonly need counsel on mobility rights, exit and re-entry, transfer to a new employer, and residency card timing. Employers consult lawyers to draft compliant contracts on Qiwa, set policies that meet Saudization and Wage Protection System requirements, and handle investigations into misconduct, harassment, or performance matters. Both sides benefit from legal guidance in settlement negotiations and at MHRSD Amicable Settlement or before the Labor Court.

Local Laws Overview

Employment contracts must be in writing and recorded through Qiwa. Contracts can be fixed term or indefinite. For expatriate workers, fixed terms are typical and often tied to the residency card. A probation period can be up to 90 days and may be extended once by written agreement for a total not exceeding 180 days. During probation, either party may end the contract according to the agreed probation terms, provided statutory rights are respected.

Working hours are generally 8 hours per day and 48 per week. For Muslim employees during Ramadan, the maximum is 6 hours per day and 36 per week. Weekly rest is at least one paid day, commonly Friday. Overtime is usually paid at 150 percent of the hourly wage and applies when work exceeds the legal limits or occurs on weekly rest days or official holidays, unless time off in lieu is granted in compliance with the law and the employee agrees.

Leave entitlements include at least 21 days of paid annual leave per year, increasing to 30 days after 5 years of service with the same employer. Sick leave can extend up to 120 days within a year for the same illness, with pay that typically reduces over time according to the law. Female employees are entitled to paid maternity leave of 10 weeks, with pay level determined by length of service. There are also paid leaves for marriage, paternity, and bereavement. A Muslim widow is entitled to the iddah period of 4 months and 10 days with pay according to the law. Official paid holidays include Eid Al Fitr, Eid Al Adha, National Day, and Founding Day.

Wages must be paid on time through the Wage Protection System. Employers in Al Falah, like elsewhere in Saudi Arabia, must comply with MHRSD schedules for WPS submissions via Mudad. Persistent delays can trigger penalties and allow employees to bring wage claims. Employers must provide a safe workplace and follow Occupational Safety and Health rules. Work injuries and occupational diseases are generally covered by GOSI under the occupational hazards branch.

End of service benefit is a statutory gratuity owed upon employment termination, calculated using the employee’s final wage. The standard formula grants half a month’s wage for each of the first five years and one month’s wage for each subsequent year, with adjustments depending on the manner of termination and the reason for separation. Notice periods for termination of indefinite contracts are often 60 days for employees paid monthly and 30 days for others, unless the contract provides for more. Early termination of a fixed term contract typically triggers compensation. Unlawful termination can lead to statutory compensation in addition to other dues.

Saudization programs such as Nitaqat set minimum percentages of Saudi nationals that companies must employ. Non-compliance may affect a company’s ability to access Labor Office services. Anti-harassment rules apply at work and are enforced through internal policies and the national Anti-Harassment Law. Equal pay for equal work for men and women is mandated, and discriminatory recruitment practices are prohibited.

Expatriate labor mobility reforms allow eligible foreign workers to change employers without their current employer’s consent when legal conditions are met, typically managed through Qiwa. Exit and re-entry and final exit services are available through government platforms, subject to eligibility, contractual obligations, and any outstanding legal or financial issues.

Labor disputes begin with an Amicable Settlement request filed with MHRSD. If not resolved within the statutory window, the case can be escalated to the Labor Court. Deadlines apply for filing claims, so prompt action is important. Domestic workers are subject to a separate regulation with different rules on hours and leave.

Frequently Asked Questions

What law governs employment in Al Falah

Saudi Labor Law and its implementing regulations apply across the Kingdom, including Al Falah in Riyadh. MHRSD issues circulars and decisions that employers must also follow, and labor disputes are decided by the Labor Courts.

Do I need a written contract

Yes. Employment contracts must be in writing and recorded electronically, typically through Qiwa. The contract should specify job title, place of work, wages, leave, working hours, probation, and termination terms.

How is overtime calculated

Overtime pay is generally 150 percent of the hourly wage when work exceeds daily or weekly limits or occurs on weekly rest days or official holidays. The hourly wage for this purpose usually includes regular allowances that form part of the wage.

What are my annual leave rights

You are entitled to at least 21 days of paid annual leave per year, increasing to 30 days after 5 years of continuous service with the same employer. Employers must schedule leave and pay the leave wage in advance.

How is end of service benefit calculated

As a general rule, ESB equals half a month’s wage for each of the first five years and one month’s wage for each subsequent year, based on the final wage. The amount can vary depending on whether the employee resigns, is terminated for a valid reason, or is dismissed unlawfully.

Can I change employers without my current employer’s consent

Under labor mobility reforms, eligible expatriate employees can transfer to a new employer through Qiwa if legal conditions are met, such as contract expiry, a documented labor violation, or other criteria set by MHRSD. Compliance with notice and procedural rules is required.

What is the probation period

Probation can be up to 90 days and may be extended once by written agreement for a total not exceeding 180 days. Termination during probation must follow the contract and the law, and employees are entitled to certain basic rights such as wages for time worked.

What if my employer delays or withholds salary

Wages must be paid on time through the Wage Protection System. Repeated delays are violations. You can raise a complaint with MHRSD Amicable Settlement and seek penalties and recovery of unpaid wages, and if needed escalate to the Labor Court.

Are there protections against workplace harassment

Yes. The Anti-Harassment Law and Labor Law require employers to prevent and address harassment. Employers should have policies, reporting channels, and investigation procedures. Victims can report to the employer, MHRSD, or law enforcement where appropriate.

How do I file a labor complaint in Riyadh

Start with MHRSD Amicable Settlement by submitting your complaint and supporting documents. If no settlement is reached within the prescribed period, request referral to the Labor Court and file your case through the Ministry of Justice system. A labor lawyer can help you meet deadlines and present evidence.

Additional Resources

Ministry of Human Resources and Social Development - Labor Office services, complaint filing, company compliance, and policy guidance. The Riyadh branches serve employees and employers from Al Falah and nearby districts.

Qiwa - The national labor platform for contract management, job mobility requests, and organizational services for employers and employees.

Mudad - Payroll and Wage Protection System platform used to process salaries and submit WPS data for private sector compliance.

General Organization for Social Insurance - Social insurance enrollment, contribution records, work injury and occupational hazard benefits, and end of service subscription records where applicable.

Labor Courts - Specialized courts under the Ministry of Justice that adjudicate labor disputes after amicable settlement attempts.

Taqat - National Labor Gateway offering job matching, training programs, and Saudization support services for employers and job seekers.

Human Rights Commission and National Society for Human Rights - Bodies that can receive complaints about labor rights violations and provide guidance on protections.

Riyadh Chamber of Commerce - Employer-focused resources, HR compliance events, and access to accredited translation and attestation services.

MHRSD Unified Call Center 19911 - For inquiries, complaint status, and guidance on labor rules.

Next Steps

Document your issue by gathering your employment contract, pay slips, bank transfer records, attendance or overtime logs, leave approvals, warning letters, and any communications with your employer. Create a clear timeline of events and note key dates such as the date of termination, last salary payment, or when an incident occurred.

Seek an initial consultation with a labor lawyer in Riyadh who regularly handles MHRSD and Labor Court matters. Ask about strategy, possible outcomes, expected compensation, fees, and timelines. If settlement is possible, your lawyer can negotiate terms that protect your rights and ensure proper calculation of wages, overtime, leave encashment, and end of service benefit.

File an Amicable Settlement request with MHRSD promptly, because labor claims are time sensitive. Attend sessions with your evidence and be prepared to propose or evaluate a settlement. If your case is not resolved, your lawyer can file it with the Labor Court and represent you through hearings and enforcement.

For employers in Al Falah, conduct an internal review of policies, WPS compliance, Qiwa contracts, and Saudization standing. Train managers on leave approvals, overtime authorization, and disciplinary procedures to reduce disputes. Engage counsel before terminating employment or enforcing non-compete clauses.

This guide provides general information and is not a substitute for legal advice. Labor rules can change and individual facts matter. Consult a qualified Saudi labor lawyer for advice on your specific situation in Al Falah.