Charged 23,333 SAR After Article 81? Here’s the Truth About Compensation, Ban, and What OFWs Must Do in Saudi Arabia
Terminated under Article 81 but asked to pay 23,333 SAR? Learn the truth about compensation, bans, and legal steps using Qiwa, MHRSD, and Saudi Labor Law.
Article 81 Saudi labor law compensation
Introduction
Kung akala mo safe ka na kapag ginamit mo ang Article 81, may mga kaso na kabaliktaran ang nangyayari—at ito ang kailangan mong malaman ngayon.
Many OFWs in Saudi Arabia assume that terminating a contract under Article 81 automatically protects them from penalties. However, real cases show that employers can still file claims, demand compensation, and even block transfers if the termination is disputed. This creates confusion, fear, and financial stress—especially when large amounts like 23,333 SAR are involved.
In this guide, we break down the legal reality behind Article 81, why compensation claims happen, and the exact steps you must take using official platforms like Qiwa Platform, Ministry of Human Resources and Social Development, and Najiz.
Kabayan Question of the Day???
A reader from our community asked:
"Hello po pwede pi mgtanong sana mapansin po kinasuhan po kasi ako ng company ko ako po kasi ngterminate ng contrata ko artcile 81 pinababayad po sa akin nasa 23,333 riyal naka ban na po ako ano po kaya pwede ko gawin saan po kaya ako pwede lumapit sir🙏🙏🙏🙏🙏"
Understanding Article 81 in Saudi Labor Law
Article 81 of the Saudi Labor Law allows a worker to leave employment without notice and without penalty—but only under specific conditions.
Valid Grounds Under Article 81
- Employer fails to pay salary
- Physical or verbal abuse
- Contract violations
- Unsafe working conditions
- Fraud or deception in contract terms
👉 These conditions must be clearly proven. Without evidence, your termination may not be recognized as valid.
Why You Were Asked to Pay 23,333 SAR
If your employer disputes your Article 81 claim, the case may fall under Article 77 of the Saudi Labor Law.
Article 77 Explained
- Applies when termination is considered unjustified
- Requires compensation to the affected party
- Compensation amount depends on contract type and salary
👉 The 23,333 SAR being demanded from you is most likely:
- Damages claim by employer
- Based on contract breach or early termination
Qiwa Notice Period Issue
To better understand your situation, read this full breakdown:
👉 Read this: Qiwa notice period issue
📌 This explains:
- Difference between resignation and Article 81
- Risks of improper termination
- How compensation is computed
Are You Really “Banned”? Here’s the Truth
The term “ban” is often misunderstood.
Possible meanings:
- Active labor case → transfer blocked
- Employer filed complaint → system restriction
- Absconding (huroob) report
- Pending compensation → no clearance
👉 Check your real status using:
- Qiwa Platform → contract and employment status
- Absher → legal and visa status
What Happens If You Lose the Case
If authorities determine that:
- Your Article 81 is not valid
- You cannot prove violations
Then:
❌ You must pay compensation (Article 77)
❌ You may face transfer restrictions
❌ Employer claim becomes enforceable
What Happens If You Win the Case
If you successfully prove Article 81:
✔ No compensation required
✔ No penalty
✔ You can transfer to a new employer
✔ Employer claim is dismissed
Step-by-Step: What You Must Do Now
1. Gather Evidence Immediately
Prepare:
- Salary records (bank transfers or payslips)
- Chat messages with employer
- Contract copy
- Proof of violations
👉 Evidence is your strongest defense.
2. File a Complaint with MHRSD
Go to:
- Ministry of Human Resources and Social Development
Options:
- Online complaint
- Visit Labor Office
📌 State clearly:
- You terminated under Article 81
- Employer violated contract terms
3. Attend Friendly Settlement
- First stage before court
- Attempt to resolve dispute
👉 If unresolved → escalates to court
4. Proceed to Labor Court via Najiz
Platform:
Court will decide:
- Validity of Article 81
- Whether you must pay compensation
How to Avoid Auto-Renewal and Legal Problems
👉 Read this: Auto-renewal in Qiwa
📌 Learn:
- Correct termination timing
- Notice period rules
- Qiwa mistakes to avoid
Common Mistakes OFWs Make
❌ Assuming Article 81 is automatic protection
👉 It is NOT—must be proven
❌ No documentation
👉 Verbal claims are weak in court
❌ Ignoring complaint process
👉 Case may default in favor of employer
❌ Paying immediately without verification
👉 You may lose your legal defense
Can a New Employer Help You While You Have a Case?
Generally:
❌ Transfer is blocked if:
- There is an active labor case
- Compensation is unpaid
- Status is under dispute
✔ Transfer may proceed if:
- Case is resolved
- You are cleared in system
When to Seek Embassy Help
You may go to:
- Philippine Embassy / POLO
👉 They can:
- Assist in communication
- Guide you on process
- Support documentation
❗ But:
- They do NOT decide your case
- Final decision is always Saudi authorities
Final Reality Check
- Article 81 is a legal right—but not automatic immunity
- Employers can legally challenge your claim
- Compensation (like 23,333 SAR) is not final until court decision
- Your case strength depends entirely on evidence
Conclusion
Kung nasa ganitong sitwasyon ka ngayon, huwag kang matakot—pero huwag ka ring magkamali ng hakbang dahil bawat galaw mo ay may legal na epekto.
The key to winning your case is understanding that Article 81 is not self-executing—it must be validated through proper legal channels. Filing a complaint with MHRSD, presenting strong evidence, and following the official process through Najiz are critical steps. Avoid rushing into payment or making decisions based on fear alone.
Take control of your situation by acting early, documenting everything, and using official platforms. Many OFWs have successfully defended their rights—but only because they followed the correct process.
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💬 May ganito ka bang problema sa Qiwa, Article 81, o termination?
👉 Visit https://pinoytalks.com and post your question in the Ask the Community section.
📌 Get real answers from fellow OFWs and step-by-step guides based on real cases.
Disclaimer
This content is for general informational purposes only and does not constitute legal advice. Outcomes depend on contract terms, evidence, and decisions of Saudi authorities. Always verify through official platforms such as Qiwa, MHRSD, Absher, and Najiz.
