• This regulation was established in implementation of the provision (1) ofArticle (Twelve) of the Labor Lawissued by Royal Decree No. (M/51) dated 23/8/1426 AH and its amendments.

• Establishment Data

  • Establishment Name: ..............................

  • Head Office: ..............................

  • Activity: ..............................

  • Address: ..............................

  • P.O. Box: (.............) Postal Code: (.............)

  • Wasel Mail Number: ..............................

  • Phone: ..............................

  • Fax: ..............................

  • Email: ..............................

  • Establishment File Number: ..............................

  • Commercial Register Number: ..............................

  • Date of Issuance of the Commercial Register: .... / .... / ....... AH

• The terms and phrases mentioned below - wherever they appear in this Regulation - shall have the meanings specified next to each of them unless the context requires otherwise:

  • Ministry: Ministry of Human Resources and Social Development.

  • Law: Labor Law issued by Royal Decree No. (M/51) dated 23/8/1426H and its amendments.

  • Establishment: ................

  • Employee: Any natural person - male or female - who works for the benefit of the establishment and under its management or supervision in exchange for a wage, even if they are working away from its direct oversight.

  • Basic Wage: All that is given to the employee in return for their work, under a Work Contract regardless of the type of wage or method of payment, plus periodic allowances.

  • Wage: It is the actual wage: which includes the basic wage plus all other due increases determined for the employee in return for efforts exerted in work, or risks faced in performing their work, or which are determined for the employee in exchange for work under the Work Contract or this Regulation.

The calendar in use at the establishment is: the calendar ....... .

• 1. The provisions of this Regulation apply to all employees of the establishment and its branches, unless these branches have different activities, in which case a separate Regulation will be issued for them.

• 2. The provisions of this Regulation do not prejudice the acquired rights of employees, and this Regulation is considered complementary to the work contracts in matters that do not conflict with these rights.

• 3. The establishment shall inform the employee of this Regulation at the time of contracting, and this shall be stipulated in the work contract.

• 1. The establishment may issue decisions and policies that grant workers rights better than those stated in this Regulation.

• 2. The establishment has the right to include in this Regulation additional terms and provisions that do not detract from the workers' rights acquired under the Law, its Executive Regulation, and the decisions issued in its implementation; these additions or amendments shall not take effect unless approved by the Ministry.

• 3. Any provision added to this Regulation that contradicts the provisions of the Law, its Executive Regulation, and the decisions issued in its implementation shall be considered null and void and shall not be recognized.

• Workers are employed in positions with specific titles and specifications; the following should be considered when hiring in the establishment:

  • A- The job seeker must be a Saudi national.

  • B- The job seeker must possess the required academic qualifications and experience for the position as determined by the establishment.

  • C- The job seeker must successfully pass any tests or personal interviews required for the position as determined by the establishment.

  • D- The job seeker must be medically fit according to a medical certificate from the authority specified by the establishment.

  • E- Employment of non-Saudis may be exempted according to the conditions and provisions stated in Articles: (26, 32, 33) of the law.

An employee is hired under an employment contract prepared in two copies in Arabic according to the unified model prepared by the Ministry, and is documented in accordance with what is specified by the law and its executive regulations. One copy is handed to the employee and the other is deposited in their service file at the establishment. The contract shall include the name of the employer, the name of the employee, their nationality, their original address, their chosen address, the type of work, its location, the agreed basic salary, and any other benefits agreed upon, as well as the duration of the contract if it is for a fixed term, or indefinite, or for the performance of a specific work, the duration of the probation period if agreed upon, the date of commencement of work, the rights and obligations of each party, and any necessary data. The contract may be drafted in another language alongside Arabic; however, the Arabic text shall always be the authoritative version.