Saudi Labor Law Amendments: What Changed for Workers and Employers in 2025
The latest amendments to the Saudi Labor Law took effect on Wednesday, February 19, 2025 (20 Sha'ban 1446H). The Ministry of Human Resources and Social Development has not announced a new labor law for 2026. The update amended thirty-eight articles, repealed seven, and added two. Key changes include twelve weeks of maternity leave and a probation period capped at one hundred and eighty days. (Source: Qatar news agency)
The Saudi Labor Law is the legal framework governing the contractual relationship between workers and employers in the Kingdom, defining the rights and obligations of both parties. (Source: How to replace the CMOS battery and what is its role in the motherboard? - Arabhardware)
When did the Saudi Labor Law amendments take effect?
The amendments entered into force on February 19, 2025. They were issued under Council of Ministers Decision No. 117, dated 2 Safar 1446H, and Royal Decree No. M/44, dated 8 Safar 1446H, according to the Ministry of Human Resources and Social Development.
The ministry stated the changes aim to strengthen job stability, improve labor market efficiency, and support private sector growth in line with the labor market strategy. On April 29, 2026 (12 Dhul Qi'dah 1447H), it published the "FAQ Guide to the 2025 Saudi Labor Law Amendments" to address common questions about rights and duties under the updated rules.
What changed regarding employee leave?
The amendments directly altered the duration and types of leave available to employees. Here are the details from the guide:
- Maternity leave: Now twelve weeks of fully paid leave. The six weeks immediately following delivery are mandatory; the employee may distribute the remaining six weeks as she chooses.
- Paternity leave: Three paid days, granted within the first week after birth.
- Bereavement leave for a sibling: Three paid days upon the death of a brother or sister.
How long is the probation period now?
The maximum probation period is one hundred and eighty days. Either party may terminate the contract during this time without compensation or notice. The registered contract remains the reference for determining the actual probation length for each employee.
What are the new notice periods for open-ended contracts?
Written notice requirements now vary depending on which party ends the contract and how the worker is paid. The table below outlines the periods:
| Situation | Written notice period |
|---|---|
| Termination by the employee | Thirty days |
| Termination by the employer | Sixty days |
| Employee not paid monthly (by either party) | Thirty days |
The employer's required notice is now double that of the employee, giving workers more time to find alternative employment.
What is the new resignation process?
The amendments established a clear resignation procedure with specific steps:
- Resignation must be submitted in writing.
- The employer has thirty days to respond. If no response is given, the resignation is considered accepted.
- The employer may delay acceptance up to sixty days if business needs require it.
- The employee may withdraw the resignation within seven days, provided the employer has not yet accepted it.
What other changes affect contracts, allowances, and worker rights?
The updates extend beyond leave and resignations to cover several aspects of daily working life:
- Overtime: Workers may now choose between overtime pay at one hundred and fifty percent of their wage or equivalent paid time off.
- Housing and transportation: Employers must provide these benefits or pay a cash allowance in lieu.
- Contract documentation: Employment contracts must be registered electronically on the ministry's platform.
- Open-ended contracts for non-Saudis: If no duration is specified, the contract runs for one year from the start date and renews automatically.
- Anti-discrimination: A new provision prohibits discrimination based on gender, age, race, color, disability, or marital status.
- Seafarers: Maritime workers are now covered by the Labor Law.
Is there a new Saudi Labor Law for 2026?
No official announcement has been made regarding a new set of labor law amendments in 2026. What was published on April 29, 2026, is the "FAQ Guide to the 2025 Saudi Labor Law Amendments," an explanatory document clarifying rights and obligations under the changes that took effect in February 2025. Claims circulating online about a "new 2026 labor law" without reference to an official decision lack verified ministerial sources.
What do the amendments mean for employers?
Companies must review internal policies to ensure compliance with the updated texts. Human resources departments should focus on the following:
- Contract templates: Verify that written probation periods do not exceed the legal limit of one hundred and eighty days and that contracts are registered electronically on the ministry's platform.
- Leave policies: Update maternity leave to twelve weeks and add paternity leave and bereavement leave for siblings.
Employees, meanwhile, should familiarize themselves with these changes to understand their new rights, particularly regarding notice periods and overtime options.
Key figures
- Amended articles: Thirty-eight (Ministry of Human Resources and Social Development)
- Repealed articles: Seven (Ministry of Human Resources and Social Development)
- Added articles: Two (Ministry of Human Resources and Social Development)
- Maternity leave: Twelve weeks, fully paid (Ministry of Human Resources and Social Development)
- Maximum probation period: One hundred and eighty days (Ministry of Human Resources and Social Development)
- Employer termination notice: Sixty days (Ministry of Human Resources and Social Development)
- Employee termination notice: Thirty days (Ministry of Human Resources and Social Development)
- Paternity leave: Three days (Ministry of Human Resources and Social Development)
- Overtime pay rate: One hundred and fifty percent (Ministry of Human Resources and Social Development)
- Effective date: February 19, 2025 (Ministry of Human Resources and Social Development)
What to watch next
Whether you are an employee or an employer, review your contracts and internal policies to confirm they align with the amendments effective since February 19, 2025. Follow the Ministry of Human Resources and Social Development platform for upcoming procedural guides, such as the project management professions localization guide scheduled to reach seventy percent implementation by February 14, 2027, and the schedule of violations and penalties for the Labor Law and its executive regulations, issued by Minister of Human Resources and Social Development Eng. Ahmed bin Sulaiman Al-Rajhi.