Best Wrongful Termination Lawyers in Al Falah

About Wrongful Termination Law in Al Falah, Saudi Arabia

Wrongful termination in Al Falah, a district of Riyadh, is governed by national Saudi labor law. While there is no separate Al Falah specific statute, all employers and employees in the district must follow the Saudi Labor Law issued by the Ministry of Human Resources and Social Development. The law sets the rules for when an employment contract can end, how notice must be given, what compensation is due, and which dismissals are prohibited. A termination may be considered wrongful if it violates the labor law, the employment contract, or mandatory procedures, or if it occurs for a prohibited reason such as during protected leaves or in retaliation for asserting legal rights.

Common examples of potentially wrongful termination include dismissing an employee without a legitimate reason, failing to give the required written notice, ending a fixed term contract before expiry without legal cause or agreed compensation, dismissing an employee during sick leave or maternity leave, or using the Article 80 grounds without meeting their strict conditions and procedures.

Why You May Need a Lawyer

Employment disputes can move quickly and have serious financial and immigration consequences, especially for expatriates. A lawyer can evaluate whether your dismissal violated the law or your contract, calculate your end of service benefits and any additional compensation, and represent you during mandatory settlement proceedings and in the labor courts if needed.

People often seek legal help when they are terminated without notice, are asked to sign a resignation under pressure, are dismissed during protected leave, have a fixed term contract ended early, do not receive end of service benefits or unpaid wages, face a claim of gross misconduct under Article 80, or need to protect their residency status and secure a final exit or transfer after termination. Legal counsel can also help employers ensure lawful restructuring, redundancy processes, and documentation to reduce the risk of wrongful termination claims.

Local Laws Overview

Employment contracts and termination. Saudi law recognizes fixed term and indefinite term contracts. An indefinite term contract can be ended by either party for a legitimate reason with written notice that complies with the law and the contract. A fixed term contract normally ends on its expiry date. Ending a fixed term early without legal cause generally triggers compensation.

Notice periods. For indefinite contracts, the minimum notice is typically 60 days for monthly paid employees and 30 days for others, unless the contract provides for a longer notice. Notice must be in writing. Payment in lieu of notice may be used if allowed by law or contract.

Grounds for dismissal without notice under Article 80. The law lists specific serious grounds where an employer may terminate without notice and without end of service benefits, such as assaulting the employer or a manager, persistent failure to perform duties despite warnings, misconduct that causes material loss, disclosure of trade secrets, assuming false identity or submitting forged documents, or absence beyond legal thresholds without valid reason after warnings. Strict conditions and internal investigation requirements apply, and misuse of Article 80 can render the dismissal wrongful.

Employee right to terminate with benefits under Article 81. An employee may resign without notice and still keep full end of service benefits if the employer seriously breaches contractual obligations, commits fraud at the time of contracting, is abusive, endangers safety, or transfers the employee to a fundamentally different job without consent, among other listed grounds.

Protected periods and prohibited reasons. Employers generally may not terminate an employee while the employee is on paid annual leave, sick leave within entitlement periods, pregnancy or maternity leave, or Hajj leave if eligible. Termination that discriminates unlawfully or retaliates against an employee for making a legitimate complaint can be challenged.

Probation period. The probation period is typically up to 90 days and can be extended to a maximum of 180 days with written agreement, excluding official holidays and sick days. Termination during probation is permitted, but employees must receive pay for days worked and any accrued rights. Misuse of probation rules can be contested.

End of service benefits. End of service benefits are calculated based on the last wage. The standard formula is half a month of wage for each of the first five years of service and one month of wage for each subsequent year. Resignation may reduce the amount depending on years of service, while termination by the employer for reasons other than Article 80 usually entitles the worker to the full benefit. Unused annual leave and other accrued entitlements must also be settled.

Compensation for unlawful termination. When an employer terminates without a valid reason, compensation may apply in addition to end of service benefits and unpaid dues. For fixed term contracts, compensation is often the wages for the remaining contract period unless the contract sets a different lawful amount. For indefinite contracts, compensation is commonly calculated with reference to a period of service, often not less than two months of wage, subject to the current law and the contract terms.

Procedure and deadlines. Most employment disputes begin with a mandatory friendly settlement process before the Ministry of Human Resources and Social Development. If not resolved, the case proceeds to the Labor Court under the Ministry of Justice. There are limitation periods for filing claims, so you should act promptly after termination. Timeframes and document requirements can vary based on the claim type.

Expatriate employees. After termination, non Saudi employees may need assistance with final exit, transfer of services, or visa status. Employers normally bear repatriation costs if they terminate the employee without cause at the end of the employment relationship. The Labor Reform Initiative introduced additional mobility options subject to conditions, but employment disputes can affect timing and documentation, so planning is essential.

Frequently Asked Questions

What is wrongful termination in Saudi Arabia?

Wrongful termination generally means ending employment in violation of the labor law or the contract. Examples include dismissing without the required written notice, ending a fixed term contract early without cause or compensation, dismissing during protected leave, or alleging gross misconduct without meeting Article 80 requirements and procedures.

How much notice should I receive?

For indefinite contracts, monthly paid employees typically require 60 days written notice and other employees typically require 30 days, unless your contract provides a longer period. Pay in lieu of notice may be possible where lawful. Fixed term contracts usually do not require notice if they end on their agreed expiry date.

Can my employer dismiss me without notice?

Only in specific serious cases listed in Article 80, such as assault, serious misconduct causing loss, or prolonged absence without valid reason after warnings. Employers must follow due process, including investigation and documentation. If the grounds are not proven or procedures are not followed, the dismissal can be challenged.

What if I was asked to resign under pressure?

A resignation obtained through coercion or threat can be treated as a dismissal. Keep any messages or witnesses and seek legal advice immediately. You may be able to claim compensation and full end of service benefits if the resignation was not voluntary.

How are end of service benefits calculated?

Unless Article 80 applies, the standard rule is half a month of wage for each of the first five years and one month of wage for each year thereafter, based on the last wage. Resignation may reduce the amount depending on years of service, while termination by the employer typically entitles you to the full calculation. Unused leave, overtime, and other dues should also be paid.

What compensation can I claim for unlawful termination?

In addition to end of service benefits and unpaid entitlements, compensation may be due. For fixed term contracts, it is often the wages for the remainder of the contract or the amount agreed in the contract if compliant with the law. For indefinite contracts, compensation is often calculated with reference to service and wage, subject to minimums and the contract. A lawyer can assess the correct amounts for your case.

How do I file a wrongful termination claim?

Register a complaint with the Ministry of Human Resources and Social Development for friendly settlement. If not resolved within the set period, your case can be referred to the Labor Court through the Ministry of Justice systems. Keep copies of your contract, termination letter, pay slips, bank statements, warnings, attendance records, and any correspondence.

Is there a deadline to bring a claim?

Yes. Labor claims are subject to limitation periods, and missing a deadline can bar your case. Because timelines can change and depend on the claim type, seek legal advice and file promptly after termination to protect your rights.

What if I am on probation?

Termination during a valid probation period is allowed, but you must be paid for all days worked and any accrued rights. If the probation terms were not properly documented or the period exceeded legal limits, you may be able to contest the termination.

I am an expatriate. Can I still file a claim?

Yes. Expatriate workers have access to the same dispute resolution system. Coordinate your residency, final exit, or job transfer with your legal claim to avoid immigration complications. Keep your passport, iqama, and employment documents secure and up to date.

Additional Resources

Ministry of Human Resources and Social Development. Handles employment complaints, friendly settlement, and labor policy. Customer service hotline: 19911.

Labor Courts under the Ministry of Justice. Adjudicate employment disputes after the friendly settlement stage. Access is available through electronic court services.

Qiwa platform. Used for employment contracts and labor services. Your contract details and changes are often managed here.

General Organization for Social Insurance. Verify wage registration and service periods that can support your claims.

Human Rights Commission and National Human Rights bodies. May provide guidance in cases involving abuse, discrimination, or retaliation.

Local legal aid and licensed law firms in Riyadh. Look for lawyers experienced in Saudi labor disputes and wrongful termination cases.

Next Steps

Document everything. Save your contract, offer letter, termination notice, emails, WhatsApp messages, pay slips, bank transfers, attendance records, medical certificates, and any warnings or investigations. Note dates and names of people involved.

Check your contract terms. Look for provisions about notice, compensation, early termination, probation, and dispute resolution. Compare them with the labor law requirements.

Calculate your dues. Estimate end of service benefits, unused leave, overtime, commissions or bonuses due, pay in lieu of notice if applicable, and any compensation for unlawful termination. A lawyer can provide accurate calculations.

Seek legal advice. Consult a Saudi licensed lawyer who focuses on labor law. Early advice can prevent mistakes, especially about deadlines, settlement strategy, and immigration status for expatriates.

File your complaint promptly. Start with the Ministry of Human Resources and Social Development friendly settlement process. If settlement fails, proceed to the Labor Court using the Ministry of Justice systems.

Protect your status. If you are a non Saudi worker, coordinate your legal steps with any final exit or job transfer to avoid jeopardizing your rights or residency. Do not sign documents you do not understand.

Consider settlement. Many cases resolve at the friendly settlement stage. Know your minimum acceptable terms and be ready with evidence to support your claim.

Stay professional. Avoid confrontations and keep communications factual. Continue returning any company property and requesting your service certificate, experience letter, and other required documents.

Act quickly. Limitation periods and procedural deadlines apply. Prompt action improves your chances of a favorable outcome.