• In the implementation of the provisions of (Article Six) of the Law:

  • 1. If both parties continue in either the temporary Work Contract or the casual Work Contract for a period exceeding ninety days, the temporary Work Contract or the casual Work Contract shall convert into a Work Contract subject to all provisions of the Labor Law, regardless of the name of the work visa under which the employee was brought - if they are a foreigner - and the duration of the residency granted to them under it.

  • 2. Labor courts are competent to consider disputes that may arise between the parties in both the casual Work Contract, seasonal Work Contract, and temporary Work Contract.

(Cancelled)

In implementing the provisions of paragraph (1) of (Article Twelve) of the Law, the unified model for the Regulation of Labor Organization is adopted, in the form attached to this Regulation (Appurtenance No. 1).

1. In implementing the provisions of paragraph (2) of (Article Twelve) and the provisions of paragraph (2) of (Article Thirteen) of the Law, establishments must prepare a specific work organization regulation, which must be reviewed and certified by the approved law firms listed on the Ministry's website. The firm will then ensure that it does not conflict with the provisions of the Labor Law, its executive regulations, and its annexes, as well as the decisions issued in implementation thereof, and then submit it to the relevant authority at the Ministry according to the procedures it determines. Establishments with fewer than fifty employees may choose the unified model for the work organization regulation electronically without making any modifications or additions to it through the Ministry's website, and follow the required steps until it is approved, and an electronic certificate is issued accordingly.

2. Establishments that have previously approved a specific work organization regulation are exempt from preparing a new work organization regulation according to the attached unified model if all the articles contained therein comply with the Labor Law, this regulation, the unified model for the work organization regulation, and the decisions issued under it. If it contains articles that conflict with that, those articles are considered null and void, and the establishment must amend those articles to comply with the Labor Law, this regulation, the unified model for the work organization regulation, and the decisions issued under it according to the two procedures above in paragraph (1-2) of this article.

In implementing the provisions of (Article Fifteen) of the Law, establishments must update their data through the platform approved by the Ministry in the event of any change in their address or data, within a period not exceeding ten (10) days from the date of the change.

• In implementing the provisions of (Article Seventeen) of the Law, the employer must include in the records, documents, and files kept at the workplace - whether paper or electronic - the following data:

  • 1. List of Employee Names: Contains data on the names of the establishment's employees, their professions, ages, nationalities, identification numbers, work permit numbers for non-Saudis, and their dates.

  • 2. List of Employee Salaries: Contains data on employee salaries, the dates they received them, deductions from the salary, and the reason for the deduction.

  • 3. Record of Fines: Contains a statement with the employee's name, salary amount, the amount of the fine imposed on them, and the reason and date of its imposition.

  • 4. Attendance and Departure Record: Contains the time the employee arrives at work, the time they leave the workplace, and any other data the employer wishes to include.

  • 5. Record of Training for Saudis: Contains the name of the training program, its type, duration, year of training, and the number and names of employees who were trained, along with their percentage of the total employees.

  • 6. Medical Examination Record for Employees in Establishments Suspected of Occupational Diseases: Contains a statement of the names of employees who were examined, the date of examination, and the results.

  • 7. Work File for Each Employee: Contains their data, address, a copy of the Work Contract, and any certificates or documents they provide to the employer.

In implementing the provisions of (Article Twenty) of the Law, the employer is prohibited from retaining the passport of the non-Saudi employee, or their residency permit, or their health insurance card.

In implementing the provisions of Articles (22, 23, 24, and 25) of the Law, there shall be joint coordination between the Ministry and the Human Resources Development Fund to activate and support the employment channels of the Fund to fulfill their role in employing national labor, qualifying and training them, encouraging them to work in the private sector, and replacing them with non-Saudi workers.

In implementing the provisions of paragraph (2) of (Article Twenty-Six) of the Law, the rates of localization that must be achieved by establishments are determined through programs established by the Ministry; through which the localization rates for each activity in the private sector are monitored, and all or some of the Ministry's services are withheld from establishments that do not achieve the specified localization rate; such as the program to incentivize establishments to localize jobs (Nitaqat); provided that the Ministry updates these programs periodically as needed.