{"id":31335,"date":"2025-12-16T21:55:50","date_gmt":"2025-12-16T21:55:50","guid":{"rendered":"https:\/\/etqanlawfirm-sa.com\/?p=31335"},"modified":"2026-01-02T15:09:46","modified_gmt":"2026-01-02T15:09:46","slug":"article-79-saudi-labor-law","status":"publish","type":"post","link":"https:\/\/etqanlawfirm-sa.com\/en\/article-79-saudi-labor-law\/","title":{"rendered":"Article 79 Saudi Labor Law: Guide to Employee Rights &amp; Termination"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">Article 79 Saudi Labor Law outlines the rules for terminating employment contracts under specific circumstances, such as the death or incapacity of an employee. The Ministry of Labor clarifies that these cases are considered force majeure, preventing the continuation of the contract, and require the employer to take the necessary legal steps to settle the rights of the employee or their heirs.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This article also safeguards the rights of both employees and employers, ensuring compliance with legal procedures in cases of termination, whether due to death, incapacity, resignation, or misconduct.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><a><\/a><strong>Article 79 Saudi Labor Law<\/strong><\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The Ministry of Labor clarified that the death of an employee is one of the reasons that allow termination of an employment contract under Article 79 Saudi Labor Law.<\/li>\n\n\n\n<li>The law states that an employment contract does not end with the death of the employer, unless the employer\u2019s personal involvement was a condition when the contract was signed.<\/li>\n\n\n\n<li>Conversely, the contract always ends with the employee\u2019s death or their inability to perform work, as outlined in Article 79 Saudi Labor Law.<\/li>\n\n\n\n<li>Incapacity must be certified by a medical certificate issued by the authorized health authorities or by a doctor appointed by the employer, as confirmed in Article 79 Saudi Labor Law.<\/li>\n\n\n\n<li>These cases are considered force majeure that prevent the continuation of the contract, and the employer cannot require the deceased employee\u2019s heirs to fulfill the contract.<\/li>\n\n\n\n<li>The contract also terminates if the employee is unable to perform their duties, with the important note that termination due to incapacity does not deprive the employee of their rights under the Social Insurance Law.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Read also: <a href=\"https:\/\/etqanlawfirm-sa.com\/en\/saudi-labor-law-article-80\/\" target=\"_blank\" data-type=\"post\" data-id=\"22462\" rel=\"noreferrer noopener\">Saudi Labor Law Article 80: Employee Termination Rights<\/a><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><a><\/a><strong>What are The Key Amendments of Article 79 Saudi Labor Law<\/strong>?<\/h2>\n\n\n\n<ol class=\"wp-block-list\">\n<li>An employee\u2019s resignation request is considered accepted if 30 days have passed since submission without any response from the employer.<\/li>\n\n\n\n<li>The employer has the right to postpone accepting the resignation for up to 60 days, provided this is clearly stated in a written notice.<\/li>\n\n\n\n<li>The employment contract ends upon resignation from the date it is accepted by the employer or upon the expiration of the specified acceptance period under the article.<\/li>\n\n\n\n<li>The employee is allowed to withdraw their resignation within 7 days of submission.<\/li>\n\n\n\n<li>It is not permitted to set a future date in the resignation request.<\/li>\n\n\n\n<li>The employee retains the right to receive all legal entitlements upon termination of the contract due to resignation.<\/li>\n<\/ol>\n\n\n\n<figure class=\"wp-block-image size-large\"><img fetchpriority=\"high\" decoding=\"async\" width=\"1024\" height=\"597\" src=\"https:\/\/etqanlawfirm-sa.com\/wp-content\/uploads\/2025\/11\/Article-79-Saudi-Labor-Law1-1024x597.webp\" alt=\"Article 79 Saudi Labor Law\" class=\"wp-image-31338\" title=\"\" srcset=\"https:\/\/etqanlawfirm-sa.com\/wp-content\/uploads\/2025\/11\/Article-79-Saudi-Labor-Law1-1024x597.webp 1024w, https:\/\/etqanlawfirm-sa.com\/wp-content\/uploads\/2025\/11\/Article-79-Saudi-Labor-Law1-300x175.webp 300w, https:\/\/etqanlawfirm-sa.com\/wp-content\/uploads\/2025\/11\/Article-79-Saudi-Labor-Law1-768x448.webp 768w, https:\/\/etqanlawfirm-sa.com\/wp-content\/uploads\/2025\/11\/Article-79-Saudi-Labor-Law1.webp 1200w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><figcaption class=\"wp-element-caption\">Article 79 Saudi Labor Law<\/figcaption><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Additionally, the relevant authorities have imposed conditions for compensation in cases of termination without cause to protect the employee\u2019s rights in accordance with legal obligations that must be followed.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Check out: <a href=\"https:\/\/etqanlawfirm-sa.com\/en\/article-107-saudi-labor-law\/\" target=\"_blank\" data-type=\"post\" data-id=\"27089\" rel=\"noreferrer noopener\">A Complete Guide to Article 107 Saudi Labor Law<\/a><\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-fe48e5de wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/api.whatsapp.com\/send?phone=966550600204\" target=\"_blank\" rel=\"noreferrer noopener\">Request Legal Services<\/a><\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><a><\/a><strong>Procedure for Settling Rights in Case of Death or Incapacity<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">In the event of an employee\u2019s death or incapacity, the employer must take the necessary steps to settle all entitlements for the employee or their heirs. Article 79 mandates the payment of financial dues accrued during the employee\u2019s service period, including the following key rights:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Outstanding wages for the completed period of work.<\/li>\n\n\n\n<li>End-of-service benefits based on the employee\u2019s length of service.<\/li>\n\n\n\n<li>Social insurance entitlements, if the employee was enrolled.<\/li>\n\n\n\n<li>Compensation for unused leave.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">These entitlements must be paid within the specified timeframe and after the death or incapacity has been officially documented. It is also recommended to consult a lawyer specialized in labor law to provide appropriate legal advice and ensure that the process is carried out fairly and transparently.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Learn about: <a href=\"https:\/\/etqanlawfirm-sa.com\/en\/saudi-labor-law-resignation\/\" target=\"_blank\" data-type=\"post\" data-id=\"26180\" rel=\"noreferrer noopener\">Saudi Labor Law Resignation Guide 2025 \u2013 Etqan Law Firm<\/a><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><a><\/a><strong>Conclusion&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/www.hrsd.gov.sa\/sites\/default\/files\/2017-05\/LABOR LAW.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">Article 79 Saudi Labor Law<\/a> provides an essential legal framework to protect the rights of both employees and employers, especially in cases of death, incapacity, or resignation. Following the procedures outlined in this article ensures fair and transparent settlement of employee dues and prevents potential legal disputes. For professional legal guidance and to ensure proper application of the law, consulting a reputable law firm such as <strong>Etqan Law Firm<\/strong> is always recommended.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The Etqan Al Mutamayza Law Firm is ready to provide the essential support you need. You can reach their team at the following mobile numbers: <a href=\"tel:+966550600204\" target=\"_blank\" rel=\"noreferrer noopener\">+966550600204<\/a>, <a href=\"tel:+966551020060\" target=\"_blank\" rel=\"noreferrer noopener\">+966551020060<\/a>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Additionally, feel free to visit our branches located at:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Jeddah<\/strong>: Al-Aziziyah District, Mohammed bin Abdulaziz Street (Tahlia)<\/li>\n\n\n\n<li><strong>Riyadh<\/strong>: King Abdulaziz Street, across from the Kingdom Tower<\/li>\n\n\n\n<li><strong>Dammam<\/strong>: Al-Ashri&#8217;a Street, Al-Badeea, Dammam 32415.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>FAQ<\/strong><\/h2>\n\n\n<div id=\"rank-math-faq\" class=\"rank-math-block\">\n<div class=\"rank-math-list \">\n<div id=\"faq-question-1764246911065\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question \"><strong>What is Article 79 of the Saudi Labor Law?<\/strong><\/h3>\n<div class=\"rank-math-answer \">\n\n<p>\u00a0Article 79 is a legal provision in the Saudi Labor Law that outlines the rules for terminating employment contracts due to death, incapacity, or other specific circumstances. It ensures both employee and employer rights are protected under such conditions.<\/p>\n\n<\/div>\n<\/div>\n<div id=\"faq-question-1764246942858\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question \"><strong>What does Article 79 state regarding employee obligations?<\/strong><\/h3>\n<div class=\"rank-math-answer \">\n\n<p>\u00a0Article 79 requires employees to fulfill their contractual duties until termination conditions are met. It also emphasizes that employees must provide accurate documentation if incapacity occurs.<\/p>\n\n<\/div>\n<\/div>\n<div id=\"faq-question-1764247010837\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question \"><strong>Does Article 79 apply to all types of employment contracts?<\/strong><\/h3>\n<div class=\"rank-math-answer \">\n\n<p>\u00a0Yes, Article 79 applies to both fixed-term and open-ended employment contracts. Certain conditions may vary if the employee\u2019s role was tied to the employer personally.<\/p>\n\n<\/div>\n<\/div>\n<div id=\"faq-question-1764247030019\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question \"><strong>How is Article 79 interpreted in case of contract violations?<\/strong><\/h3>\n<div class=\"rank-math-answer \">\n\n<p>\u00a0Violations, such as unexcused absence or misconduct, are assessed under Article 79 to determine if termination is justified. The article ensures termination aligns with legal procedures and employee rights.<\/p>\n\n<\/div>\n<\/div>\n<div id=\"faq-question-1764247062555\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question \"><strong>What penalties are mentioned in Article 79 for breaching contract terms?<\/strong><\/h3>\n<div class=\"rank-math-answer \">\n\n<p>\u00a0Article 79 itself focuses on termination rather than punitive fines. However, it allows withholding benefits if the employee is proven to commit serious misconduct or fraud.<\/p>\n\n<\/div>\n<\/div>\n<div id=\"faq-question-1764247080302\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question \"><strong>How does Article 79 relate to termination of employment in Saudi Arabia?<\/strong><\/h3>\n<div class=\"rank-math-answer \">\n\n<p>\u00a0Article 79 specifies conditions for ending contracts due to death, incapacity, or other justifiable reasons. It defines employer obligations in settling wages, benefits, and other entitlements.<\/p>\n\n<\/div>\n<\/div>\n<div id=\"faq-question-1764247105443\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question \"><strong>What rights does Article 79 provide to employers?<\/strong><\/h3>\n<div class=\"rank-math-answer \">\n\n<p>\u00a0Employers are entitled to terminate contracts in cases of incapacity or employee death without being liable for continuing obligations. It also protects employers from being forced to extend contracts under such conditions.<\/p>\n\n<\/div>\n<\/div>\n<div id=\"faq-question-1764247132165\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question \"><strong>Can Article 79 be invoked in cases of misconduct?<\/strong><\/h3>\n<div class=\"rank-math-answer \">\n\n<p>\u00a0Yes, Article 79 can be applied if serious employee misconduct justifies termination. However, it must be properly documented and proven according to legal standards.<\/p>\n\n<\/div>\n<\/div>\n<div id=\"faq-question-1764247197138\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question \"><strong>How does Article 79 interact with other labor law articles?<\/strong><\/h3>\n<div class=\"rank-math-answer \">\n\n<p>\u00a0Article 79 complements other labor law provisions, especially those covering end-of-service benefits, termination procedures, and employee rights. It ensures consistency in applying the law.<\/p>\n\n<\/div>\n<\/div>\n<div id=\"faq-question-1764247253092\" class=\"rank-math-list-item\">\n<h3 class=\"rank-math-question \"><strong>Are expatriate workers also subject to Article 79 in KSA?<\/strong><\/h3>\n<div class=\"rank-math-answer \">\n\n<p>\u00a0Yes, expatriate workers in Saudi Arabia are covered under Article 79. The article applies equally to ensure fair treatment regarding contract termination, wages, and benefits.<\/p>\n\n<\/div>\n<\/div>\n<\/div>\n<\/div>","protected":false},"excerpt":{"rendered":"Article 79 Saudi Labor Law outlines the rules for terminating employment contracts under specific circumstances, such as the death or incapacity of an employee. The Ministry of Labor clarifies that these cases are considered force majeure, preventing the continuation of the contract, and require the employer to take the necessary legal steps to settle the&#8230;","protected":false},"author":1,"featured_media":31336,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_joinchat":[],"footnotes":""},"categories":[53],"tags":[],"class_list":["post-31335","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized"],"_links":{"self":[{"href":"https:\/\/etqanlawfirm-sa.com\/en\/wp-json\/wp\/v2\/posts\/31335","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/etqanlawfirm-sa.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/etqanlawfirm-sa.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/etqanlawfirm-sa.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/etqanlawfirm-sa.com\/en\/wp-json\/wp\/v2\/comments?post=31335"}],"version-history":[{"count":0,"href":"https:\/\/etqanlawfirm-sa.com\/en\/wp-json\/wp\/v2\/posts\/31335\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/etqanlawfirm-sa.com\/en\/wp-json\/wp\/v2\/media\/31336"}],"wp:attachment":[{"href":"https:\/\/etqanlawfirm-sa.com\/en\/wp-json\/wp\/v2\/media?parent=31335"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/etqanlawfirm-sa.com\/en\/wp-json\/wp\/v2\/categories?post=31335"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/etqanlawfirm-sa.com\/en\/wp-json\/wp\/v2\/tags?post=31335"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}