People working in Saudi Arabia are entitled for below Leaves as per Saudi Labor Law. Every employees must know the Leave Policy details to avail when needed.
Leave Policy for Employees working in Saudi Arabia-SaudiExpatriate.com
Holidays and Official Leaves:
– 4 days of leave for Eid-Ul-Fitr starting 29th of Ramadan (Ramzan) acorrding to Umm Al-Qura calendar.
– 4 days of leave for Eid al-Adha starting the day of Arafat
– Leave on National day of the Kingdom according to Umm Al-Qura calendar, If this falls on any weekend, then
employee compensates by the preceded day or the next.
Personal Leaves:
– Every Employee is eligible for Paid leaves such as mention below and will no provide supporting documents:
– Five days in the case of a death of a spouse;
– Five days upon getting married;
– Three days when receiving a child.
Maternity leaves:
Females who are pregnant and wanna take leave for Pregnancy can avail 10 weeks of Pregnancy leave:
Leave for Exams:
– Upon approval of your Employer can take paid leaves for examniation for attending a Unviersity Exam on exam days.
– If the Employee has joined the institute without the approval of the Employer, then the elaves will be deducted
from his annual leaves or will be considered a unpaid leaves.
READ Vacations for Employees per Saudi Labor Law
– Employee needs to apply 15 days prior for such elaves
– Employee needs to provide supporting documents, as per Employers request.
Sick Leave:
Employee can take Sick leave in Saudi Arabia if his sickness is proven and can take a leave for first 30 days and
75% of the wage for next 60 days and no pay for the next 30 days in a year.
Full Pay – first 30 days of sick leave
75% of Pay – Next 60 days (in addition of the above leaves)
No Pay – for next 30 days (in addition of the above leaves)
So, a total of 4 months of sick leaves can be availed in a year.
– Employer cannot terminate employee due to sickness untill all his sick leaves gets exhausted + annual leaves too.
– Empployee has to submit a doctor certificate in case of all the above.
Death of a Family member:
In case of daeath of a family member with blood relation employeess are entitles for 5 days paid leave.
For Female employees its 4 months and 10 days (Iddah Days) on deaht of her husband.
Hajj Leave:
Employee is allowed for 10 days of paid leave for Hajj only once in 5 years with the same employer. He can avail
this only after 2 years of service in a company.
Marraige Leave:
5 days of Paid leave for marraige
READ Saudi Labor Law - Updated 2017 | Overview of KSA Labor Laws
Domentic Workers: Domestic Workers such as Household workers & Drivers whose Visas are sponsored by individual
Saudis are entitles for 1 month paid leave in 2 years and 1 day week off every week.
Monday, 27 February 2017
Change Iqama Picture in Saudi Arabia in Easy steps
IQAMA (MUQEEM)Change Iqama Picture in Saudi Arabia in Easy steps By shafprince | January 30, 2017 1SHARESHARE TWEET SHARE SHARE 0 COMMENTS
Iqama Picture is taken at the time when you passed immigration desk in Saudi Arabia. This pictures captures will be used for Iqama, Driving License and places where your identification is required for Official purposes.
Sometimes the pictures may not be clear or get blurred as the time passes away. This happens most of the times that we may want to change the picture on Iqama.
Change Iqama Picture in Saudi Arabia in Easy steps-SaudiExpatriate.com
This may be important if your face has been changed a lot due to beard or any facial changes over a period of time.
To change Iqama picture, you will need to visit Jawazat Office and follow the steps mentioned below:
Before going to Jawazat Office, be prepared with answers which will be asked by Jawazat Officer for changing the pictures on Iqama. Once confirmed, proceed to Jawazat Office
Change Iqama Picture for Adults
Check for Photo section in Jawazat Office, where your pictures will be taken
Request him that you want to change Iqama Pictures (give a strong reason)
Jawazat Officer will take your picture and fingerprints as well
Once getting this information, he will update that information in his computer along with your photo
You’ll have to submit your Old Iqama and the new Iqama will get printed for you
READ Things you cannot do without having Iqama in Saudi Arabia
Change Iqama Picture for Baby
For Change in Picture for babies, you’ll have to contact your Mandoob (Person who will take care of Government
Issues).
If not you’ll have to visit Jawazat office carrying all the original documents.
Hint: Try to go to Jawwazat Office when there is less crowd, Jawazat Officer will be free and cool at that time and work will be done faster.
Iqama Picture is taken at the time when you passed immigration desk in Saudi Arabia. This pictures captures will be used for Iqama, Driving License and places where your identification is required for Official purposes.
Sometimes the pictures may not be clear or get blurred as the time passes away. This happens most of the times that we may want to change the picture on Iqama.
Change Iqama Picture in Saudi Arabia in Easy steps-SaudiExpatriate.com
This may be important if your face has been changed a lot due to beard or any facial changes over a period of time.
To change Iqama picture, you will need to visit Jawazat Office and follow the steps mentioned below:
Before going to Jawazat Office, be prepared with answers which will be asked by Jawazat Officer for changing the pictures on Iqama. Once confirmed, proceed to Jawazat Office
Change Iqama Picture for Adults
Check for Photo section in Jawazat Office, where your pictures will be taken
Request him that you want to change Iqama Pictures (give a strong reason)
Jawazat Officer will take your picture and fingerprints as well
Once getting this information, he will update that information in his computer along with your photo
You’ll have to submit your Old Iqama and the new Iqama will get printed for you
READ Things you cannot do without having Iqama in Saudi Arabia
Change Iqama Picture for Baby
For Change in Picture for babies, you’ll have to contact your Mandoob (Person who will take care of Government
Issues).
If not you’ll have to visit Jawazat office carrying all the original documents.
Hint: Try to go to Jawwazat Office when there is less crowd, Jawazat Officer will be free and cool at that time and work will be done faster.
Saudi Labor Laws Major Changes updated 2017
A number of changes have been made. We set out below a summary of some of the key areas that have undergone amendments:
Probationary periods
The probationary period can now be extended up to 180 days. An employee however may not be placed on probation more than once by the same employer, unless the employee is placed in a new position or was not engaged by the same employer in the last six months.
Relocation
The employee’s written consent is required before any geographic relocation which would entail the relocation of the employee’s place of residence. Temporary relocations of up to 30 days per annum are permitted however.
Notice periods
Open-ended contracts are now subject to 60 days’ termination notice for employees who are engaged and paid on a monthly basis. A minimum of 30 days’ is required for those engaged on other terms.
Leave
Employees serving their notice periods are now entitled to eight fully paid hours per week or a full day per week to look for alternative employment.
Compensation
Unless the parties agree in advance and in writing on the amount of compensation payable upon termination without “valid reason”, the party terminating the contract will have to compensate the other with either:
A wage equivalent to 15 days for each completed year of employment, in indefinite term contracts.
The balance of wages for the remaining employment term, in the fixed-term contract.
In each case, the minimum amount of compensation may not be less than two months’ wages.
READ Vacations for Employees per Saudi Labor Law
Unauthorised leave
Employers may terminate the employee’s contract without compensation in the event the employee is absent from work “without a valid reason” for either:
More than 30 non-consecutive days a year.
For more than 15 consecutive days within a year.
In the first case, a prior written warning must be delivered to the employee after 20 days of non-consecutive absence and in the second case the warning must be delivered after 10 days of consecutive absence.
Renewability
Fixed term contracts that are renewed more than three times (or upon the employee accruing four years of continuous service, whichever comes sooner) will automatically convert into indefinite term contracts.
References and sanctions
Departing employees have the right to request upon termination a service certificate setting out details of their employment. The employers are prohibited from giving negative references which could hinder the employee’s chances of securing alternative employment.
Employers are also required to maintain written records of any fines imposed on their employees. The information required includes the worker’s name, their remuneration, the date, the reason for and the amount of the fine imposed.
Leave
A number of amendments increasing short-term leave have been introduced.
Maternity leave: female workers are now entitled to 10 weeks’ maternity leave fully paid, to commence maximum four weeks before the expected date of delivery. The leave can also be extended for an additional month on an unpaid basis.
Marriage and bereavement leave: leave due to marriage or death of an immediate family member has been increased from three to five days.
Paternity leave: leave has been increased from one to three days.
Training requirements
An employer with more than 50 employees is required to provide training to at least 12% of its total number of Saudi Arabian employees. Employer must be able to provide documentary evidence of the training.
READ Value Added Tax (VAT) to be applied in GCC states
Working hours
Employees’ daily working hour limit has been increased from 11 to 12 hours provided that the employees do not work for more than five consecutive hours.
Company policies and employment contracts
All companies are now required to establish written internal by-laws as per the standard form applied by the Ministry of Labor. Companies are also required to follow the form of employment contract prepared by the Ministry of Labor.
Work injuries
Employers must provide financial aid to employees temporarily unable to work due to injuries suffered at work at the rate of 75% of the employees’ wage. In the event of non-recovery, the employer will need to compensate the employee for such injury.
Enforcement
The Ministry of Labor inspectors are no longer authorised to close businesses “on the spot”. All potential violations must be reviewed by the Ministry of Labor.
Depending on its severity, any violation of the law may be subject to monetary fines or business suspension or closure.
Finally, the new amendments provide the Minister of Labor with a discretionary right to grant a financial reward of up to 25% of the total amount of collected penalties against any information that assists inspectors or others in revealing violations of the Labor Law.
Conclusion
As well as a general increase in rights of employees, the amendments were intended to narrow the gap between employment in the private and public sectors. An increase in Saudization and rights of employers to manage employees, particularly when dealing with employment termination, have been well received.
It remains to be seen as to how the Ministry of Labor will enforce these new laws and carry out its terms in practice, however the transparency these amendments provide to both employees and employers no doubt offer a better foundation for working relationships going forward.
Probationary periods
The probationary period can now be extended up to 180 days. An employee however may not be placed on probation more than once by the same employer, unless the employee is placed in a new position or was not engaged by the same employer in the last six months.
Relocation
The employee’s written consent is required before any geographic relocation which would entail the relocation of the employee’s place of residence. Temporary relocations of up to 30 days per annum are permitted however.
Notice periods
Open-ended contracts are now subject to 60 days’ termination notice for employees who are engaged and paid on a monthly basis. A minimum of 30 days’ is required for those engaged on other terms.
Leave
Employees serving their notice periods are now entitled to eight fully paid hours per week or a full day per week to look for alternative employment.
Compensation
Unless the parties agree in advance and in writing on the amount of compensation payable upon termination without “valid reason”, the party terminating the contract will have to compensate the other with either:
A wage equivalent to 15 days for each completed year of employment, in indefinite term contracts.
The balance of wages for the remaining employment term, in the fixed-term contract.
In each case, the minimum amount of compensation may not be less than two months’ wages.
READ Vacations for Employees per Saudi Labor Law
Unauthorised leave
Employers may terminate the employee’s contract without compensation in the event the employee is absent from work “without a valid reason” for either:
More than 30 non-consecutive days a year.
For more than 15 consecutive days within a year.
In the first case, a prior written warning must be delivered to the employee after 20 days of non-consecutive absence and in the second case the warning must be delivered after 10 days of consecutive absence.
Renewability
Fixed term contracts that are renewed more than three times (or upon the employee accruing four years of continuous service, whichever comes sooner) will automatically convert into indefinite term contracts.
References and sanctions
Departing employees have the right to request upon termination a service certificate setting out details of their employment. The employers are prohibited from giving negative references which could hinder the employee’s chances of securing alternative employment.
Employers are also required to maintain written records of any fines imposed on their employees. The information required includes the worker’s name, their remuneration, the date, the reason for and the amount of the fine imposed.
Leave
A number of amendments increasing short-term leave have been introduced.
Maternity leave: female workers are now entitled to 10 weeks’ maternity leave fully paid, to commence maximum four weeks before the expected date of delivery. The leave can also be extended for an additional month on an unpaid basis.
Marriage and bereavement leave: leave due to marriage or death of an immediate family member has been increased from three to five days.
Paternity leave: leave has been increased from one to three days.
Training requirements
An employer with more than 50 employees is required to provide training to at least 12% of its total number of Saudi Arabian employees. Employer must be able to provide documentary evidence of the training.
READ Value Added Tax (VAT) to be applied in GCC states
Working hours
Employees’ daily working hour limit has been increased from 11 to 12 hours provided that the employees do not work for more than five consecutive hours.
Company policies and employment contracts
All companies are now required to establish written internal by-laws as per the standard form applied by the Ministry of Labor. Companies are also required to follow the form of employment contract prepared by the Ministry of Labor.
Work injuries
Employers must provide financial aid to employees temporarily unable to work due to injuries suffered at work at the rate of 75% of the employees’ wage. In the event of non-recovery, the employer will need to compensate the employee for such injury.
Enforcement
The Ministry of Labor inspectors are no longer authorised to close businesses “on the spot”. All potential violations must be reviewed by the Ministry of Labor.
Depending on its severity, any violation of the law may be subject to monetary fines or business suspension or closure.
Finally, the new amendments provide the Minister of Labor with a discretionary right to grant a financial reward of up to 25% of the total amount of collected penalties against any information that assists inspectors or others in revealing violations of the Labor Law.
Conclusion
As well as a general increase in rights of employees, the amendments were intended to narrow the gap between employment in the private and public sectors. An increase in Saudization and rights of employers to manage employees, particularly when dealing with employment termination, have been well received.
It remains to be seen as to how the Ministry of Labor will enforce these new laws and carry out its terms in practice, however the transparency these amendments provide to both employees and employers no doubt offer a better foundation for working relationships going forward.
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