Understanding the Saudi Labour Law for resignation is essential for both employees and employers to ensure a smooth and legally compliant end to the employment relationship.
Whether you’re a Saudi national or an expatriate, knowing your rights and obligations when resigning can help you avoid disputes, financial penalties, and unexpected complications. This guide explains the key rules on termination and resignation under the updated 2025 regulations, including notice periods, valid reasons for leaving, employer obligations, and the specific rules for expatriates.
المحتويات
What is The Saudi Labour Law for Resignation?
Saudi labour law for resignation clearly defines the rights and obligations of both employees and employers when ending an employment contract. By nature, an employment contract is non-permanent, which means either party can terminate it for valid reasons. Employees may choose to resign for many reasons — such as moving to a better job opportunity in another company or sector, or for personal circumstances — and in these cases, the employee can formally submit a resignation request to the employer.
When a contract ends through resignation, specific regulations in the Saudi labour law for resignation must be followed, depending on the type of contract:
1- Fixed-Term Employment Contract
If the contract is for a fixed term and the employee resigns before the agreed end date, the Saudi labour law for resignation requires the employee to compensate the employer for any damages caused by leaving early. This compensation usually equals the wages for the remaining period or as set by law. However, the employer may waive the right to claim this compensation.
2- Indefinite-Term Employment Contract
For indefinite contracts, Saudi labour law for resignation states that employees must provide advance notice before leaving:
- If paid monthly, the minimum notice period is 30 days.
- If paid in other ways (e.g., weekly or daily), the notice period must be at least 15 days.
During this notice period, the contract stays valid, and the employee is expected to continue performing their duties and will keep receiving wages until the end of the notice.
Read also: Terminologies in Saudi Labor Law Amendments 2025
Notice Period for Resignation in Saudi Arabia
The Saudi Labor Law states that if an employee is paid on a monthly basis, they must provide the employer with at least 60 days’ notice before leaving the job. This allows the employer time to find a replacement and ensure smooth workflow. If the employee is paid differently (e.g., weekly or daily), the notice period is reduced to 30 days.
When the employee’s resignation is accepted, they must complete all pending work obligations, hand over any company property to their direct manager, and settle any outstanding dues or liabilities.
Check out: Understanding Legal Saudi Labor Law working hours
Valid Reason for Resignation in Saudi Arabia
The Saudi Labor Law outlines specific situations where an employee has the right to resign and the protections available when ending an employment contract:
- Article 81 grants the employee the right to resign even during the probation period if they experience any fraud or deception by the employer.
- The employee may resign if the employer breaches any clause of the employment contract, whether legal or contractual obligations, and the employee has the right to transfer sponsorship without the previous employer’s approval.
- The employee can request resignation if they feel unsafe in the workplace.
- Paragraph 3 of Article 81 gives the employee the right to resign if the employer assigns tasks different from their main job role without prior notice.
- The employee may leave work immediately and without notice if subjected to blackmail or threats from the employer, whether directed at them or their family in the Kingdom.
- Resignation is allowed in the event of force majeure preventing the employee from continuing work.
- Upon the end of a fixed-term employment contract, the employee must notify the employer of their intention not to renew at least 30 days in advance.
- After submitting a resignation notice, the employee is released from remaining contractual obligations but must provide a formal written resignation letter.
It’s advisable to consult a labor law attorney to fully understand your rights and obligations when submitting a resignation.
Can Employer Reject Resignation in Saudi Arabia?
According to the Saudi Labor Law, private sector companies cannot refuse an employee’s resignation if the employee follows the legally required procedures, whether the contract is fixed-term or indefinite.
In fixed-term contracts, if an employee wishes to end the contract before its agreed end date without a valid reason, they may be required to compensate the employer for damages or complete the remaining period. However, once the contract ends and the resignation is submitted properly, the company cannot reject it.
In indefinite contracts, it is sufficient for the employee to notify the employer of their intention to resign at least 60 days in advance if paid monthly (or 30 days in some other cases).
After the notice period ends, the employee has the right to leave even if the company rejects the resignation. Therefore, the clear answer is that refusal of resignation is not legally allowed as long as the employee complies with the rules set by the law.
Saudi Labor Law for Expatriates Resignation
Under the Saudi Labor Law, expatriates have the right to resign from their jobs by following specific legal procedures. If the employee has completed at least one year of service in the Kingdom, they can submit a resignation request currently done through the government’s Qiwa platform and provide a 90-day notice to the employer.
For fixed-term contracts, expatriates may resign at the end of the contract period without needing the employer’s approval.
The law also grants employees a seven-day grace period to withdraw their resignation after submission, provided the employer has not yet accepted it. Once the notice period ends or the contract expires, the employee is entitled to leave the job without the sponsor’s consent. These regulations aim to balance the rights of employees who wish to change jobs with the employer’s need to plan for a replacement, while ensuring full compliance with Saudi labor laws.
Learn about: The New Saudi Labor Law for Expatriates 2025: The Best Guide
Conclusion:
Saudi Labour Law for resignation makes the resignation process in Saudi Arabia clear and straightforward when you follow its rules. If you need specialized legal advice or clarity about your rights and obligations, you can contact Etqan Law Firm for professional legal support and accurate guidance to ensure your resignation process is safe and fully compliant with Saudi regulations.
The Etqan Al Mutamayza Law Firm can provide the necessary support. You can contact their team
through the following mobile numbers: 056113776, 0541110440, 504315333
Alternatively, you can visit our branches:
- Jeddah: Al-Aziziyah District–Mohammed bin Abdulaziz Street (Tahlia)
- Riyadh: King Abdulaziz Street – In front of Kingdom
- Dammam: Al-Ashri’a Street, Al-Badeea, Dammam 32415.
FAQ
What is the termination of contract and resignation law in Saudi Arabia 2025?
Resignation is submitted through the Qiwa portal and takes effect once accepted or after 30 days if the employer doesn’t respond; employers may delay up to 60 days with justification.
What is the minimum amount of notice for resignation?
Employees generally give 30 days’ notice (monthly or otherwise); older rules of 60 days for monthly-paid workers were updated in 2025.
What is Article 37 of the Saudi labor law?
Article 37 requires non-Saudi employment contracts to be written with a fixed term; if no term is stated, the work permit duration counts as the contract period.
What are the conditions for resignation?
Resignation must be submitted on Qiwa, can be withdrawn within 7 days if not accepted, and the employee must work through the notice period unless Article 81 exceptions apply.