The Saudi Labor Law guarantees essential rights for employees in establishments to ensure a fair and respectful work environment and protect workers from exploitation. This guide covers key provisions regarding employee rights and employer duties, with practical examples.
1. Workplace Transfers
Article 58:
- Employers cannot transfer employees to a new workplace that changes their residence without written consent.
- In cases of temporary necessity not exceeding 30 days per year, employees may be assigned elsewhere, with employers covering relocation and accommodation costs.
Article 59:
- Monthly-paid employees cannot be converted to daily, weekly, or piecework wages without written consent, while preserving accrued rights.
Article 60:
- Employees cannot be assigned fundamentally different work without written consent, except in temporary necessity not exceeding 30 days per year.
Example:
An administrative employee cannot be transferred to warehouse work without consent, except for a 30-day urgent project, with relocation and accommodation costs covered by the employer.
2. Basic Workplace Rights
Article 61:
- No forced labor or withholding wages without legal grounds.
- Respect workers and refrain from acts affecting dignity or religion.
- Allow time for exercising legal rights without wage deduction.
- Facilitate inspections by authorities.
- Ensure equal opportunities and non-discrimination (race, color, gender, age, disability, social status).
- Provide proper housing or cash allowance.
- Provide transportation or cash allowance for commuting.
3. Wages for Absences Due to Employer Reasons
Article 62:
- If an employee is present and unable to work due to employer reasons, they are entitled to wages for the missed time.
4. Rights Upon Contract Termination
Article 64:
- Provide a service certificate upon request, detailing start and end dates, position, and last wage, without harming the employee’s reputation.
- Return all documents and certificates deposited by the employee.
Example:
An employee ending a 3-year contract can request a clear certificate showing duration, position, and last wage, along with the return of all documents submitted.
Frequently Asked Questions (FAQ)
1. Can an employee be transferred without consent?
Only in temporary necessity, not exceeding 30 days per year, with employer covering relocation and accommodation.
2. What are the employee’s rights if work is prevented due to employer reasons?
They are entitled to wages for the period they could not work.
3. Can an employee’s wage category be changed?
No, monthly-paid employees cannot be converted to daily, weekly, or piecework wages without written consent.
4. What must the employer provide to employees?
Proper housing or cash allowance, transportation or cash allowance, and protection from discrimination or abuse.
5. What are employee rights at contract termination?
Service certificate and return of all personal documents and certificates.
How Can Sndk Help?
Applying labor rights can be complex for both employers and employees. Sndk provides specialized consulting to:
- Accurately understand rights and obligations.
- Draft contracts compliant with the law.
- Protect legal rights in cases of transfer or contract termination.
Get started with Sndk today to secure your full legal rights and workplace protection.