Introduction
Ending a work relationship isn’t something that happens overnight — it follows legal steps designed to protect both the employee and the employer.
One of the most important steps is the termination notice — a specific period during which one party informs the other of their intent to end the contract.
So, how long should the notice be? And what are the conditions required by Saudi labor law?
What Is a Termination Notice?
A termination notice is a written communication from either the employer or the employee, informing the other party of their intention to end the employment contract after a set period.
This notice is mandatory for open-ended (unfixed-term) contracts, unless the contract or the law provides otherwise.
Notice Period According to the Law
Under Article 75 of the Saudi Labor Law:
- For open-ended contracts, the party wishing to terminate must notify the other at least:
- 30 days in advance if the employee is paid monthly.
- 15 days in advance if the employee is paid weekly, daily, or by piecework.
Immediate termination without notice is only allowed in certain cases — such as those listed in Article 80.
Legal Conditions of the Notice
For a termination notice to be valid, it must:
- Be in writing and include a clear reason for termination.
- Respect the notice period (15 or 30 days, depending on payment type).
- Allow the employee to continue working and receive full pay during the notice period.
- Not allow the employer to dismiss the employee before the end of the notice period — unless the employee agrees in writing.
Can the Notice Be Cancelled?
Yes. The termination notice can be withdrawn or cancelled if both parties agree before the end of the notice period.
Once the period expires, the contract is considered officially terminated, and all related legal effects apply (such as end-of-service benefits).
When Is Notice Not Required?
A termination notice is not required in the following cases:
- The contract ends at the expiration of its fixed term.
- Mutual agreement between both parties to end the contract.
- Dismissal under Article 80 of the Labor Law.
- Permanent closure of the establishment or end of business activity.
- Death of the employee (or, in some cases, the employer).
Summary
A termination notice is a legal safeguard that protects both the employer and employee by ensuring transparency and fairness in ending employment relationships.
The required notice period — 15 or 30 days — depends on the payment type, and it must always be written and based on a valid reason.
Frequently Asked Questions
1. Can the employer waive the notice period?
Yes, but the employer must pay the employee compensation equal to the salary for the remaining notice days.
2. What if no notice is given?
The party who fails to give notice must pay compensation equal to the wages for the notice period to the other party.
3. Does the notice rule apply during the probation period?
No, contracts under probation can be terminated without notice during that period.
4. Can the notice period be longer than 30 days?
Yes, if both parties have agreed to that in writing within the employment contract.
Sndk Is Here to Help
Not sure if your termination notice is legally valid?
Reach out to Sndk for accurate legal guidance and professional advice on Saudi labor regulations.