Best Wage & Hour Lawyers in Al Falah

About Wage & Hour Law in Al Falah, Saudi Arabia

Al Falah is a neighborhood in Riyadh, and wage and hour rules there are governed by Saudi Arabia’s national Labor Law and its implementing regulations. These laws set the basic framework for working hours, overtime, rest periods, weekly days off, payment of wages, and related benefits such as leave and end of service awards. Employers in the private sector must also comply with the Wage Protection System, which monitors on time salary payments through bank transfers. While practices can vary by industry and contract, the legal standards apply across the Kingdom unless a specific regulation provides otherwise, such as the separate regime for domestic workers.

If you live or work in Al Falah, your wage and hour rights are enforced at the Riyadh labor offices and through the labor courts. Knowing the core rules helps you spot issues early, discuss them with your employer, and decide when to seek legal help.

Why You May Need a Lawyer

You may benefit from legal advice when any of the following occurs.

You are not being paid on time or your salary in bank statements does not match your contract or payslips. You are regularly working beyond standard hours without overtime pay or proper authorization. You are required to work on your weekly rest day or on official holidays without correct compensation or a substitute rest day. Your employer makes deductions you did not authorize or that seem larger than the law allows. Your annual leave, sick leave, maternity or paternity leave, or public holiday rights are denied or miscalculated. You are changing jobs or your contract is ending and you need to verify your final settlement, including unused leave, overtime, and end of service benefits. You are unsure whether the working time rules apply to your position or sector. You want to file a complaint with the Ministry of Human Resources and Social Development in Riyadh or bring a claim in the labor court and need help with evidence, deadlines, and representation.

Local Laws Overview

Standard working time. The default maximum is 8 hours per day or 48 hours per week. During Ramadan, Muslim workers have shorter hours of 6 per day or 36 per week. Employers must organize schedules so employees do not work more than 5 consecutive hours without a break.

Rest and prayer breaks. The law requires a break for rest, prayer, and meals of at least 30 minutes within each 5 hour stretch of work. An employee’s presence at the workplace must not exceed 11 hours in a day.

Weekly rest day. Employees are entitled to at least 24 consecutive hours of paid weekly rest, typically Friday, though the employer can designate a different day for business needs. If you work on your rest day, you should receive overtime pay and a substitute day off.

Overtime. Hours worked beyond the daily or weekly limits, and work on official holidays and the weekly rest day, are treated as overtime. The overtime rate is at least 150 percent of the hourly wage. Many employers use the common formula of hourly wage as monthly wage divided by 30 then divided by 8, unless a contract or policy sets a more favorable method. Some senior or supervisory roles and certain operational roles may be exempt from the working hours provisions subject to the law and regulations.

Public holidays. Employees are entitled to paid public holidays, including Eid al Fitr, Eid al Adha, and Saudi National Day. Work on such days is compensated as overtime, typically with an alternative day off as well.

Wages and payment. Wages must be paid in Saudi Riyals through local bank transfer under the Wage Protection System. Monthly paid workers should receive salary at least once a month. Employers can face penalties for delays or mismatches. Employees are entitled to a clear wage statement showing basic pay, allowances, overtime, and deductions.

Deductions. Only specific deductions are allowed, such as social insurance contributions, government ordered amounts, agreed advances, and disciplinary fines within legal limits. Total deductions generally must not exceed 50 percent of the wage.

Equal pay and non discrimination. The law requires equal pay for equal work of equal value and prohibits discrimination in employment, including in wages, on the basis of gender and other protected grounds.

Annual leave and sick leave. Employees accrue 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 total up to 120 days per year, with the first 30 days at full pay, the next 60 days at 75 percent pay, and the final 30 days unpaid, subject to medical proof and employer policy consistent with the law.

Maternity, paternity, and family leaves. A female worker is entitled to 10 weeks of maternity leave split around the expected delivery date. Pay during maternity leave depends on length of service, with full or half pay as set by law, and she must not work during the 6 weeks after delivery. The law provides daily breastfeeding breaks. Paternity, marriage, bereavement, and Hajj leave are available as set by the Labor Law and employer policy, with many of these leaves paid.

End of service benefit. When an employment relationship ends, the employee is generally entitled to an end of service award. It is calculated as half a month of wage for each of the first five years and one month of wage for each subsequent year, based on the last wage as defined by law and the contract. Resignation may reduce the award in the first ten years, subject to exceptions in the law. Final settlements must be paid promptly following termination or resignation.

Special categories. Domestic workers and similar categories are covered by a separate regulation with different rules on hours and rest. Some industries and roles can have special scheduling arrangements approved by the authorities. Employment contracts must be in Arabic, with any translation for reference only. Social insurance contributions are administered by the General Organization for Social Insurance.

Minimum wage. There is no single universal private sector minimum wage that applies to all workers. For Saudis, a minimum counted wage of 4000 SAR currently applies for Saudization calculations. Sectoral agreements or company policies may set higher floors.

Enforcement in Riyadh. Complaints begin with the Ministry’s friendly settlement process at the Riyadh labor office. If unresolved, cases can proceed to the labor courts under the Ministry of Justice. The Wage Protection System data often serves as key evidence for pay disputes.

Frequently Asked Questions

What are the standard working hours in Saudi Arabia?

The default limit is 8 hours per day or 48 hours per week. During Ramadan, Muslim employees have a shorter limit of 6 hours per day or 36 hours per week. Schedules must include a break so that no one works more than 5 consecutive hours without at least a 30 minute rest for prayer and meals, and daily presence at work should not exceed 11 hours.

How is overtime calculated and when is it due?

Overtime is due for work beyond the daily or weekly maximums and for work on the weekly rest day or public holidays. The rate is at least 150 percent of the hourly wage. If you work on your weekly rest day or a public holiday, you should also receive a substitute day off in addition to the overtime pay. Some senior or supervisory positions may be exempt from overtime rules, depending on the role and the law.

Are working hours shorter during Ramadan?

Yes for Muslim workers. The legal maximum is 6 hours per day or 36 hours per week in Ramadan. Non Muslim workers remain subject to the normal limits unless the employer sets shorter hours for all staff.

What can I do if my employer delays or underpays my wages?

Document the issue using bank statements, payslips, your contract, and any email or WhatsApp communications. Raise it in writing with HR. If it is not resolved quickly, you can file a wage complaint with the Ministry of Human Resources and Social Development through the friendly settlement process in Riyadh. The Wage Protection System data helps verify payments and delays. Repeated or serious delays can lead to fines and other penalties on the employer.

Can my employer deduct money from my salary?

Only specific deductions are permitted, such as social insurance contributions, agreed advances, government ordered amounts, and disciplinary fines that follow legal procedures. Total deductions typically cannot exceed 50 percent of your wage. Unapproved deductions, or charging for items not agreed in the contract, can be unlawful.

Do I have to work on my weekly rest day?

Your weekly rest is at least 24 consecutive hours with pay. If business needs require you to work on that day, you should receive overtime pay at no less than 150 percent and a substitute day off. The rest day is usually Friday, but employers may designate another day for operational reasons.

How much annual leave and sick leave am I entitled to?

Annual leave is at least 21 paid days per year, increasing to 30 after 5 years of service with the same employer. Sick leave can total up to 120 days per year, with the first 30 days fully paid, the next 60 days at 75 percent pay, and the last 30 days unpaid, subject to medical documentation. Company policies can be more generous but not less.

How is the end of service benefit calculated?

It is generally half a month of wage for each of the first five years and one month of wage for each additional year, calculated on your last wage as defined by law. If you resign before 10 years, the amount may be reduced according to service length, with some exceptions. The employer must pay all final dues promptly after termination or resignation.

Is there a minimum wage?

There is no single universal minimum wage for all private sector workers. For Saudi employees, a wage of at least 4000 SAR counts for Saudization purposes. Certain sectors or employers may set minimums in contracts or policies.

How do I file a wage or hours complaint in Al Falah or elsewhere in Riyadh?

Gather evidence such as your employment contract, time sheets, overtime approvals, bank statements, payslips, and communications. Start by filing a complaint with the Ministry of Human Resources and Social Development for friendly settlement at the Riyadh labor office. You can also contact the Ministry’s unified call center at 19911. If the dispute is not resolved, you may escalate to the labor courts. A lawyer can help frame the claim, calculate entitlements, and meet deadlines.

Additional Resources

Ministry of Human Resources and Social Development. Oversees labor regulation, friendly settlement of disputes, inspection, and the Wage Protection System. Riyadh labor offices handle complaints from Al Falah residents and workers.

Labor Courts under the Ministry of Justice. Hear wage and hour disputes after the friendly settlement phase and issue enforceable judgments.

Wage Protection System and the Mudad payroll platform. Track and enforce timely salary payments through bank transfers.

Qiwa platform. Used for digital employment contracts, job transfers, and other labor services that help document your rights and obligations.

General Organization for Social Insurance. Manages social insurance registrations and contributions for Saudis and occupational hazard coverage for all eligible workers.

Human Rights Commission. Can receive complaints related to serious labor rights violations.

Unified call center 19911. The Ministry’s helpline for inquiries and complaints about labor rights, wage delays, and working hours.

Next Steps

Confirm the facts. Collect your employment contract in Arabic, any bilingual versions, job offer, company policies, time records, overtime approvals, shift rosters, payslips, and bank statements. Keep a dated log of hours worked, missed breaks, and conversations with supervisors.

Raise it internally. Write to HR or your manager describing the issue, the legal rule you believe applies, and the remedy you seek, such as overtime pay, a substitute rest day, or correction of deductions. Give a short, reasonable deadline for response.

Seek advice. If the issue involves multiple months of pay, complex calculations, or termination, speak with a wage and hour lawyer in Riyadh. A lawyer can calculate entitlements under Saudi law, review your contract language, and advise on strategy and timelines.

File a complaint. If internal efforts fail, file with the Ministry of Human Resources and Social Development for friendly settlement at the Riyadh labor office. Prepare to present your documents and a clear calculation of what you are owed.

Escalate if needed. If you cannot resolve the case at friendly settlement, pursue your claim in the labor court. There are strict time limits for filing and for appealing decisions, so act promptly.

Protect your status. If you are a non Saudi worker, ensure your work authorization, Iqama status, and bank account remain current while you pursue the claim. Do not surrender original documents. Keep copies of everything.

Important note. This guide is general information, not legal advice. Laws and policies can change, and specific facts matter. For personalized guidance, consult a qualified Saudi wage and hour lawyer familiar with practice in Riyadh.