Saudi Labor Law is important for every HR team because it affects employment contracts, working conditions, employee rights, employer obligations, termination cases and end-of-service benefits. Below are some commonly discussed articles that HR teams usually need to understand.
Article 37 — Non-Saudi Employment Contracts
Article 37 is commonly connected to employment contracts for non-Saudi employees. HR teams should ensure that employment contracts are clear, documented and aligned with the employee’s work authorization and job role.
- Use clear written contracts.
- Match the job title and work arrangement with the approved employment details.
- Keep contract records organized and accessible.
Article 60 — Work Assigned to the Employee
Article 60 is commonly referenced when discussing whether an employee can be assigned work that is substantially different from the agreed job. HR teams should avoid assigning duties outside the agreed role unless allowed by law, contract or proper business necessity.
- Define job duties clearly in the contract or job description.
- Document any temporary assignment or role change.
- Keep communication clear with the employee and department manager.
Article 80 — Termination Without Notice in Serious Cases
Article 80 is often discussed in cases of serious misconduct. It may allow the employer to terminate the contract without notice or end-of-service benefits in specific cases listed by law.
- Use Article 80 carefully and only for serious cases.
- Keep evidence, investigation records and warnings where applicable.
- Do not use it as a normal termination method.
Article 81 — Employee Right to Leave Without Notice
Read detailed Article 81 guide →
Article 81 is commonly discussed because it gives the employee the right to leave work without notice while preserving legal entitlements in specific situations, such as when the employer fails to meet essential contractual or legal obligations.
- Employers should meet contractual and legal obligations.
- Employees should keep records of any serious violation.
- HR should handle complaints early before disputes escalate.
Article 84 — End-of-Service Benefits
Read detailed Article 84 guide →
Article 84 is related to end-of-service benefit calculation when employment ends. HR and payroll teams should calculate entitlements based on service period, last wage and applicable legal rules.
- Maintain correct joining date and last working date.
- Confirm last wage and eligible components.
- Keep settlement records and employee acknowledgement.
Article 85 — End-of-Service Benefits in Resignation Cases
Article 85 is commonly connected to resignation cases and partial end-of-service entitlement based on length of service. HR teams should review the service period carefully before preparing final settlement.
- Check whether the employee resigned or was terminated.
- Calculate service period accurately.
- Prepare final settlement with supporting records.
How Havvi HR Helps HR Teams
Havvi HR helps HR teams organize employee records, contracts, documents, payroll, attendance, onboarding, recruitment and reports in one bilingual platform. This makes it easier to track HR data and prepare accurate reports when labor law-related matters arise.
Manage HR records with Havvi HR
Keep contracts, employee records, payroll and documents organized in English and Arabic.
Request Demo