This Regulation is established in implementation of the provision of paragraph (1) of Article (12) of the Labor Law issued by Royal Decree No. (M/51) dated 23/8/1426H, amended by Royal Decree No. (M/24) dated 12/5/1434H and Royal Decree No. (M/46) dated 5/6/1436H; and every employer is required to prepare a regulation to organize work in his establishment according to this model.

Establishment Information

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

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

Number of Employees: .............................. Employee 

Activity: ..............................

Address: ..............................

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

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

Phone: ..............................

Fax: ..............................

Email: ..............................

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

Date of Issuance of the Commercial Register: .... / .... / ....... H

The term "establishment" wherever it appears in this Regulation means: ..............................

The term "employee" wherever it appears in this Regulation refers to any natural person who works for the benefit of this establishment and under its management or supervision in exchange for remuneration, even if they are distant from its oversight.

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 affiliated branches.

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 conditions and provisions that do not detract from the workers' acquired rights under the Labor Law, its Executive Regulation, and the decisions issued in implementation thereof; such additions or amendments shall not take effect unless approved by the Ministry of Human Resources and Social Development.

3. Any text added to this Regulation that contradicts the provisions of the Labor Law, its Executive Regulation, and the decisions issued in implementation thereof 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:

• 1. The job applicant must be a Saudi national.

• 2. The applicant must possess the required academic qualifications and experience for the position as determined by the establishment.

• 3. The applicant must successfully pass any tests or personal interviews that the establishment may require for the position.

• 4. The applicant must be medically fit according to a medical certificate from the entity specified by the establishment.

• 5. Exceptionally, non-Saudis may be employed in accordance with the conditions and provisions set forth in Articles: (Twenty-sixth, Thirty-second, Thirty-third) of the Labor Law.

The employee is employed under a work contract prepared in two copies in Arabic according to the unified model prepared by the Ministry, one of which 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-upon basic salary, any other benefits agreed upon, and whether the contract is for a fixed term, an indefinite term, or for the performance of a specific task, the duration of the probation period if agreed upon, the date of commencement of work, and any necessary data. The contract may also be drafted in another language alongside Arabic; however, the Arabic text shall always be the authoritative version.