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Annual leave in Saudi Arabia
Parental leave in Saudi Arabia
Adoption leave in Saudi Arabia
Additional leave entitlements in Saudi Arabia
Public holidays in Saudi Arabia
Safeguard your workforce and your business in Saudi Arabia
Paid leave in Saudi Arabia
Managing paid leave in Saudi Arabia is a crucial aspect of workforce planning for employers. The country’s labour laws provide various types of leave entitlements, ranging from annual leave to sick leave and religious holidays. Employers must ensure compliance with these regulations while balancing business operations and employee well-being.
Annual leave policies grant employees between 21 and 30 days of paid leave per year, depending on their length of service. Employees also have the option to carry over unused leave with their employer’s approval. When considering how to calculate paid leave in Saudi Arabia, businesses must factor in seniority and any additional agreements outlined in employment contracts.
Employees are entitled to sick leave of up to 120 days per year, with varying levels of pay, while parental leave provisions include maternity leave of 10 weeks and paternity leave of three days. The law does not currently mandate general parental leave beyond these entitlements.
Religious and national holidays play a significant role in workforce planning. Employees receive time off for public holidays in Saudi Arabia, including Eid al-Fitr, Eid al-Adha, Saudi National Day, and Foundation Day. Since Islamic holidays follow the lunar calendar, their dates change annually, requiring businesses to remain flexible.
Other leave entitlements, such as Hajj leave, bereavement leave, and marriage leave, provide additional time off in specific circumstances. While Saudi labour law does not explicitly outline adoption leave, employers may choose to offer it as part of their company policies.
By understanding the various types of leave available, businesses can develop policies that align with both legal requirements and employee expectations, fostering a compliant and supportive workplace in Saudi Arabia.
Annual leave in Saudi Arabia
Providing a clear and compliant annual leave policy in Saudi Arabia is essential for maintaining a motivated workforce and adhering to local labour laws. Employers must ensure that their leave policies align with statutory requirements while also considering employee expectations for paid time off.
Annual leave policy in Saudi Arabia
Under Saudi Arabia labour law annual leave regulations (Article 109 of the Labour Law), employees are entitled to paid annual leave based on their length of service:
- Employees with one to five years of service receive 21 days of paid annual leave.
- Employees with more than five years of service receive 30 days of paid annual leave.
Employers may require employees to use their leave within a specific timeframe, and any unused leave may be carried over to the following year with written approval from the employer. Employees also have the option to request up to ten additional days of unpaid leave per year, subject to employer approval.
Annual leave calculation in Saudi Arabia
The annual leave calculation in Saudi Arabia is based on the employee’s full wage, including base salary and any regular allowances. Employers must ensure that leave is scheduled in coordination with business needs while respecting employees’ rights to take time off. If an employee’s service is terminated before they have used their accrued leave, they are entitled to compensation for unused days.
Sick leave in Saudi Arabia
Article 117 of the Labour Law grants employees 120 days of sick leave per year, whether continuous or intermittent, structured as follows:
- Full pay for the first 30 days.
- Half pay for the next 60 days.
- Unpaid leave for the final 30 days.
Employees must provide a medical certificate to qualify for paid sick leave, and employers are responsible for covering these payments.
Unused leave entitlements in Saudi Arabia
Employees who do not use their full leave entitlement within the year may be able to carry it over with written employer consent. If an employee leaves the company before using their leave, they are entitled to compensation for the unused days based on their wage at the time of termination. Employers should establish clear policies on leave accumulation and payouts to maintain transparency and compliance.
A well-structured annual leave policy in Saudi Arabia benefits both employers and employees, ensuring productivity while promoting a healthy work-life balance. Employers should review their leave policies regularly to remain aligned with labour laws and industry best practices.
Parental leave in Saudi Arabia
Providing employees with adequate leave following the birth of a child is key to workplace satisfaction and compliance with Saudi Arabia parental leave laws. While maternity and paternity leave are recognised under the labour law, broader parental leave in the country remains largely unregulated. Employers should ensure their policies align with legal requirements while also considering additional support for working parents.
Maternity leave in Saudi Arabia
Female employees are entitled to 10 weeks of paid maternity leave in Saudi Arabia, beginning four weeks before the expected due date. Working during the six weeks following childbirth is not permitted. The employer is responsible for paying maternity leave wages, with the amount varying based on the employee’s tenure:
- Employees with at least one year of service receive 50% of their salary.
- Employees with three or more years of service receive 100% of their regular pay.
Employees receiving full paid maternity leave in Saudi Arabia are not eligible to claim their annual leave allowance in the same year. However, those on 50% maternity pay can utilise half of their paid annual leave entitlement within the same year.
Paternity leave in Saudi Arabia
Fathers are granted three days of paid paternity leave in Saudi Arabia following the birth of a child, as outlined in Article 113 of the Labour Law. This applies to both Saudi and expatriate employees. While the current paternity leave laws in Saudi Arabia are minimal, some companies opt to extend paternity leave to support work-life balance.
Parental leave in Saudi Arabia
Currently, there are no provisions in Saudi Arabia parental leave laws for extended parental leave beyond maternity and paternity leave. Employers looking to attract and retain talent may consider implementing additional parental leave policies, such as flexible working arrangements or unpaid leave options, to better support working parents.
Employers operating in Saudi Arabia should remain informed of any legal updates regarding parental leave in Saudi Arabia to ensure compliance and foster a supportive work environment.
Adoption leave in Saudi Arabia
Currently, there are no formal provisions for adoption leave in Saudi Arabia under the Labour Law. Unlike maternity and paternity leave, which are explicitly addressed, employees who adopt a child do not have a statutory right to paid or unpaid leave for this purpose. Employers looking to support employees who are adopting may need to establish internal policies or provide leave on a case-by-case basis.
Given the absence of specific regulations, businesses operating in Saudi Arabia have the flexibility to define their own policies regarding adoption-related time off. Some companies may choose to extend maternity or paternity leave benefits to adoptive parents or allow discretionary leave to accommodate adoption-related processes.
It is also important to note that adoption law in Saudi Arabia follows Islamic legal principles, which do not recognise adoption in the same manner as Western legal systems. Instead, the system of “kafala” is practised, where a guardian takes responsibility for a child’s care without legally altering the child’s lineage. This distinction may influence workplace policies on leave entitlements for employees assuming guardianship responsibilities.
Employers that wish to implement an inclusive leave policy should consider aligning their approach with existing parental leave provisions, ensuring that employees who take on parental responsibilities through kafala receive appropriate support. Clear internal guidelines can help create a more accommodating workplace while complying with Saudi labour regulations.
As workplace policies evolve, companies may benefit from working with HR specialists or legal advisors to develop equitable leave provisions that support employees in balancing their professional and personal responsibilities.
Additional leave entitlements in Saudi Arabia
Providing employees with various types of leave in Saudi Arabia is essential for maintaining a balanced and supportive work environment. While annual and sick leave and public holidays are standard, employees may also be entitled to additional leave types based on Saudi labour laws and employer agreements. These additional leave entitlements accommodate personal milestones, religious obligations, and unforeseen circumstances, helping employees manage their professional and personal lives effectively.
Bereavement leave in Saudi Arabia
In the unfortunate event of losing a close family member, employees are entitled to bereavement leave. Saudi labour regulations grant two days of bereavement leave for the loss of an immediate family member. Some employers may extend this leave period based on company policy or the specific circumstances of the employee.
Marriage leave in Saudi Arabia
Employees celebrating their wedding are entitled to three days of paid leave to mark the occasion. This benefit allows individuals to manage personal arrangements and ceremonies without work-related stress. Some companies may offer additional flexibility depending on internal leave policies.
Hajj leave in Saudi Arabia
Saudi Arabia’s Hajj leave policy recognises the significance of the annual pilgrimage. Employees who have completed at least two consecutive years of service with their employer are entitled to 10 to 15 days of leave, including the Eid Al-Adha holiday, to perform Hajj. However, this entitlement is available only once during an employee’s tenure, ensuring that those who have not previously performed Hajj can fulfil this religious obligation.
Other leave types in Saudi Arabia
Beyond standard and special leave provisions, some employers may grant additional leave based on employee needs:
- Study leave: Employees pursuing higher education may qualify for study leave, particularly when preparing for exams. Eligibility often depends on the employee’s tenure and relevance of the studies to their job role.
- Compassionate leave: In the event of a spouse’s or direct family member’s death, employees may receive three days of paid leave, ensuring they have time to make necessary arrangements and grieve.
- Emergency leave: Although not explicitly mandated by law, some companies provide emergency leave to help employees manage urgent and unforeseen personal matters.
Employers who provide comprehensive leave entitlements in Saudi Arabia contribute to a positive workplace culture and employee well-being. While some leave types are regulated under Saudi Arabia labour law, others depend on individual employer policies. Businesses should consider how offering additional leave benefits can enhance employee satisfaction, reduce burnout, and ultimately improve workforce retention.
Public holidays in Saudi Arabia
For employers operating in the Kingdom, keeping track of public holidays in Saudi Arabia is essential for workforce planning and ensuring compliance with labour laws. Public holidays in the country primarily revolve around Islamic celebrations, alongside national observances that reflect Saudi Arabia’s heritage and history.
National public holidays in Saudi Arabia
Employees in Saudi Arabia are entitled to time off on national holidays. The key official public holidays in Saudi Arabia include:
- Saudi National Day (September 23): Celebrates the unification of the Kingdom in 1932.
- Foundation Day (February 22): Marks the establishment of the first Saudi state in 1727.
Employers should account for these dates when managing schedules, especially since National Day is a widely observed holiday across all sectors.
Unlike some countries, Saudi Arabia does not observe regional or province-specific holidays. However, the timing of Islamic holidays varies each year as they follow the Hijri (lunar) calendar. As a result, businesses should remain flexible in accommodating shifts in holiday dates.
Other holidays in Saudi Arabia
The Islamic calendar dictates the majority of public holidays. These include:
- Eid al-Fitr (March 30 – April 2, 2025): A festival marking the end of Ramadan.
- Eid al-Adha (June 5 – 8, 2025): Known as the “Festival of Sacrifice,” it occurs approximately 70 days after Eid al-Fitr.
- Arafat Day: A significant day during the Hajj pilgrimage.
- Hijri New Year (Muharram): Marks the start of the Islamic lunar year.
- Prophet Muhammad’s Birthday: Observed annually based on the lunar calendar.
Holiday policies may vary between private and public sectors, with government employees typically receiving longer breaks. Employers should also be mindful that holidays falling on weekends may not always be compensated with an additional day off, depending on government rulings for that year.
Staying informed about national and public holidays in Saudi Arabia helps employers effectively plan leave policies and manage operations smoothly. Given the lunar-based calendar system, businesses should regularly check official announcements to ensure accurate scheduling and compliance with Saudi labour regulations.
Safeguard your workforce and your business in Saudi Arabia
As an employer in Saudi Arabia, staying compliant with labour laws and employee entitlements is crucial. However, navigating legal requirements can be complex.
By engaging workers through our Employer of Record (EoR) solution, we ensure full compliance with Saudi labour laws, covering mandatory benefits and entitlements. This guarantees that your employees receive their rightful benefits while your business remains protected from legal and financial risks.
Speak to our team today to learn how our EoR solution can support your business in Saudi Arabia.
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