In order to comply with the 2030 Saudi vision, Saudi Arabia has made new updates on their employment rules, either for Saudi and non-Saudi employees. These new rules aim to provide an encouraging working environment that helps to encourage both employers and employees by saving their rights. We will help you to be aware of the most recent updates in the employment rules and labor law in Saudi Arabia.
Saudi Arabia new employment rules with 2025 updates
Saudi Arabia new employment rules have been made to attract more workers to Saudi Arabia, to ensure continuous development, especially in the different growing projects, such as Neom and And King Salman Energy city. The new 2025 updates in the Saudi employment rules can be as follows:
- Addition of the definition of resignation and attribution and their procedures: as it defined the resignation as a written, voluntary declaration by the worker to terminate his employment contract without coercion or conditions, and with the employer’s acceptance, while the definition of the attribution is the service of providing a worker to work for someone rather than the employer, through a facility licensed for this purpose. These definitions have been added to the article 2.
- The ministry for considerations it deems necessary, can refrain from renewing the working licence of any facility that doesn’t commit to the rules of the ministry, and this will not affect employees by any way, as he has the ability to transfer their employment to another employer without any permission from his non-complaint employer. This change has been made on article 35.
- Work contracts for non- Saudi workers need to be written down and time limited. If the working contract does not specify its duration, it shall be considered valid for one year from the date the worker actually starts work. If the work continues after this period, the contract will be deemed renewed for a similar duration. This addition has been made on article 37.
- It is prohibited for employers to let their employees work for others or work for their own, Likewise, a worker is prohibited from working for another employer or for their own account, and it is prohibited for an employer to employ a worker who is not under their sponsorship without following the prescribed legal rules and procedures.
- Modifications on article 151 in Saudi labor law, which represents the maternity leaves. Which constitutes the following parts:
- A female worker is entitled to fully paid maternity leave for a period of ten weeks. These weeks can be distributed by her as she wishes. Maternity leave begins no more than four weeks before the expected delivery date. The expected date must be determined based on a certified medical report from a health authority.
- Female workers are prohibited from working in the 6 weeks following birth. She also has the right to extend her leave for an additional month without pay.
- In cases where the newborn is ill or has special needs, the female worker can get an additional one-month leave with full pay, starting immediately after the end of the maternity leave that can be extended one month without pay.
- Employers are required to establish training and qualification programmes for their Saudi employees to enhance their skills and performance. This amendment has been made to article 42 of the Saudi labor law.
- The employer shall pay the fees for recruiting a non-Saudi worker, including residency and work permit fees and their renewal, fines resulting from delays caused by the employer, fees for changing profession, exit and re-entry fees, and the return ticket of the worker to their home country upon the end of the employment relationship. These additions have been made on article 40 of the Saudi labor law.
Get more knowledge about Saudi Arabia’s new employment rules with Mousa & partners legal office
Get all all the knowledge you need to know about Saudi Arabia’s new employment rules in 2025 with Musa legal office, as you can get the different information regarding work regulations in Saudi Arabia and work regulation services as follows:
- Regulations for Working Hours and Leave.
- Wages and Bonuses Regulations.
- Occupational Safety and Health Regulations.
- Conduct and Discipline Regulations.
Get your free consultation, with Mousa & partners legal office
Wishing to establish a company and hiring employees? Here you can get all you need to know about Saudi labor laws and regulations, with Mousa & partners legal office with our free consultations that can help you to get all legal information you need to know regarding working in the Saudi market and hiring employees in it.
Common questions about Saudi Arabia new employment rules with 2025 updates
What is the required notice period before resignation?
If notice period is not specified in the contract, notice period will be 60 days if given by the employer and 30 days if given by the employee. In cases of serious misconduct or other cases outlined in Saudi labor law, contracts could be terminated without a notice period.
What are the cases of the resignation process?
Resignation is considered accepted if the employer does not respond within 30 days. Employers can delay acceptance for up to 60 days if it is necessary for the work benefit. Employees may withdraw their resignation within seven days, if it has not yet been accepted.
What are the changes that have been made to the working hours?
Working hours have remained constant without any changes.
Contact information for Mousa & partners legal office
Address: Floor H, Building 407, Zone 4, King Abdullah Financial District (KAFD), Riyadh, Saudi Arabia
Phone number: +966505898510
Email: info@mousalegal.com
Working time: everyday from 9 AM to 5 PM, except Saturday and Sunday from 10 AM to 6 PM.
Saudi Arabia’s new employment rules with 2025 updates is a new era in the field of work legalisations that aims to provide the Saudi market with new experiences, and providing the country with a highly efficient workforce.