Maternity Leave in Saudi Arabia 2026: Article 151 Rules for OFWs and Expats
Learn Saudi Arabia maternity leave rules in 2026: 12 weeks full pay, extensions, breastfeeding breaks, dismissal protection, and expat rights.
Maternity Leave in Saudi Arabia (Article 151)
Buntis ka at nagtatrabaho sa Saudi Arabia? O may kasama ka sa trabaho na gustong malaman kung ilang weeks ba talaga ang maternity leave—10 weeks ba o 12 weeks na?
This is an important question because Saudi Arabia's Labor Law was amended, and some old articles, social media posts, company policies, and online discussions may still refer to older maternity-leave rules.
Under the current Saudi Labor Law Article 151, an eligible female worker is entitled to 12 weeks of maternity leave with full pay.
And maternity rights do not stop there.
Saudi Labor Law also contains provisions covering medical care during pregnancy and childbirth, paid breastfeeding periods after returning to work, and protection against dismissal during pregnancy and maternity leave.
For Filipino OFWs and other expatriate workers in Saudi Arabia's private sector, understanding these rules is especially important. If you're unsure whether your employment is registered under the private-sector system, first read our Qiwa Contract Explained for OFWs guide..
This guide explains Articles 151, 153, 154, 155 and 157 in practical terms.
Saudi Maternity Leave Is Now 12 Weeks With Full Pay
The most important rule is found in Article 151 of the Saudi Labor Law.
A working woman is entitled to:
12 weeks of maternity leave with full pay.
Out of those 12 weeks, the six weeks immediately following childbirth are mandatory.
The remaining six weeks may be distributed by the worker as she considers appropriate, subject to the conditions in Article 151. Maternity leave may begin up to four weeks before the expected delivery date.
Saudi HRSD Article 151 maternity leave guidance
The expected delivery date must be supported by a medical certificate certified by a health authority.
Simple example
Suppose your expected delivery date is October 20.
You may be able to begin part of your maternity leave before that date, starting within the period allowed under Article 151.
But regardless of how you distribute the available leave before delivery, the six weeks following childbirth are compulsory maternity leave.
This means the employee cannot simply be required to return to work immediately after giving birth because the company says that operations are busy or because another employee is unavailable.
The statutory maternity-leave entitlement must be respected.
10 Weeks or 12 Weeks? Which Rule Applies in 2026?
For workers checking old information online, this is one of the biggest sources of confusion.
The current rule is 12 weeks, not 10 weeks.
Saudi Arabia's major Labor Law amendments took effect on February 19, 2025. HRSD stated that the reform amended 38 articles, removed seven provisions and added two new articles.
HRSD's current Article 151 guidance expressly states that maternity leave is 12 weeks with full pay.
Therefore, if you encounter an older article referring to a 10-week maternity entitlement, make sure you are checking it against the current Saudi Labor Law.
For 2026 cases, workers and employers should refer to the updated provision.
Is the Entire 12-Week Maternity Leave Fully Paid?
Yes.
Article 151 describes the statutory 12-week maternity leave as fully paid maternity leave.
This is different from an optional extension that may follow the regular maternity period.
A worker should therefore distinguish between:
The regular 12-week statutory maternity leave — full pay
and
An additional one-month extension — unpaid
Understanding that distinction is important when calculating expected salary during a longer absence.
Can You Extend Your Maternity Leave?
Yes.
Article 151 gives the worker the right to extend the maternity leave by one additional month without pay.
This gives a worker additional time away from work after using the statutory maternity entitlement, although the extension is not treated as fully paid maternity leave.
For example:
If a worker completes the normal 12-week maternity leave but needs more time before returning to work, Article 151 permits an additional one-month unpaid extension.
Employees should document the request properly with HR and retain copies of any submitted forms, emails or system records.
What Happens If the Baby Arrives Later Than Expected?
Article 151 specifically addresses this situation.
The worker may begin the non-mandatory portion of maternity leave starting from up to four weeks before the expected delivery date.
However, if childbirth occurs later than expected and that delay causes the remaining maternity period to fall below six weeks, the complementary period resulting from the delay is treated as unpaid leave.
This is one reason the expected delivery date and medical certification are important.
Workers should coordinate with HR using official medical documents rather than relying only on an estimated date communicated verbally.
What If the Baby Is Sick or Has Special Needs?
Article 151 provides additional protection for certain cases involving the health of the child.
If a female worker gives birth to a sick child or a child with special needs whose health condition requires continuous accompaniment, she is entitled to an additional:
One month with full pay after maternity leave, followed by the right to extend that period for another month without pay.
This entitlement is separate from the ordinary 12-week maternity leave.
Example
A worker finishes her statutory maternity leave, but her newborn has a medical condition requiring her continuous presence.
If the conditions under Article 151 are satisfied, she may receive:
12 weeks regular maternity leave with full pay;
then one additional month with full pay because of the child's qualifying medical condition;
and potentially another month without pay.
Medical documentation will be especially important in this type of case.
Article 153: Employer Medical Care During Pregnancy and Childbirth
Maternity rights under Saudi Labor Law do not begin only when the worker goes on maternity leave.
Article 153 states that the employer shall provide medical care to the female worker during pregnancy and childbirth.
The exact practical arrangements may interact with the employee's medical insurance, company healthcare arrangements and applicable insurance rules.
Employees should therefore check their insurance network, maternity coverage and company procedure early in the pregnancy rather than waiting until close to the delivery date.
If HR provides instructions concerning approved hospitals, insurance authorization or documentation, keep those records.
Article 154: Breastfeeding Break After Returning to Work
One of the most useful but less commonly discussed maternity rights is found in Article 154.
After returning to work following maternity leave, a female worker is entitled to one or more periods for nursing her child totaling up to one hour per day.
This is in addition to the ordinary rest periods available to workers.
More importantly:
The nursing period counts as actual working time and should not result in a reduction in salary.
Example
Suppose your normal work schedule is eight hours per day.
After returning from maternity leave, you qualify for the nursing period under Article 154.
The employer should not automatically say:
“You used one hour for breastfeeding, so we will deduct one hour from your salary.”
Article 154 specifically treats the qualifying nursing period as part of actual working hours without a wage reduction.
This is particularly important for mothers returning to full-time employment.
Can the Employer Decide When You Take the Breastfeeding Hour?
Article 154 allows a rest period or periods totaling no more than one hour per day for nursing the child.
In practice, workers should coordinate the schedule with the employer or HR so that the arrangement is documented and operationally clear.
For example, depending on the workplace arrangement, the period may potentially be organized into one period or more than one period, provided the statutory total is observed.
The key legal points are that the qualifying nursing time is additional to normal worker rest periods, counts as actual working time and does not reduce the worker's wage.
Article 155: Can an Employer Terminate a Pregnant Worker?
Saudi Labor Law provides important dismissal protection.
Under Article 155, an employer may not dismiss a female worker or give her notice of dismissal while she is pregnant or on maternity leave.
The protection also covers a period of illness resulting from the pregnancy or maternity situation when the illness is supported by an accredited medical certificate, provided the employee's absence does not exceed 180 days in a year, whether continuous or intermittent.
This means pregnancy itself should not simply be treated as a reason to terminate an employee.
However, workers should avoid interpreting Article 155 as meaning that a pregnant worker can never be affected by any lawful employment action regardless of the circumstances.
Employment disputes can involve other provisions of the Labor Law, contractual facts and documented misconduct.
The important point is that Article 155 specifically prohibits dismissal or dismissal notice because the worker is within the protected pregnancy/maternity situation described by the law.
If an employer attempts to terminate your employment during this period, preserve your Qiwa contract, termination notice, medical certificates and communications with HR.
What Medical Documents Should a Worker Keep?
Documentation can become crucial if there is a disagreement.
Workers should keep records such as:
- pregnancy medical reports;
- certified expected-delivery-date documentation;
- hospital or childbirth records;
- approved medical certificates;
- documents concerning a child's serious health condition where applicable;
- maternity-leave applications;
- HR emails or messages;
- payroll records during maternity leave;
- nursing-period requests after returning to work; and
- any warning, termination or disciplinary notice received during pregnancy or maternity leave.
Article 151 specifically relies on a health-authority-certified medical certificate for determining the expected delivery date, while Article 155 requires appropriate medical documentation for qualifying illness related to pregnancy or maternity leave.
Does Maternity Leave Apply to Filipino OFWs and Other Expats?
For expatriate women employed under the Saudi Labor Law in the private sector, being a non-Saudi worker does not by itself remove the protections of the Labor Law.
If you're unsure whether your contract is fixed-term, how it renews, or what your Qiwa status means, see our guide on Contract Type vs Contract Renewal in Qiwa.
The Labor Law specifically contains provisions governing non-Saudi workers, including Article 37, which requires a non-Saudi employee's employment contract to be written and fixed-term.
Accordingly, a Filipina professional, nurse, office worker, hospitality employee, technician, retail worker or other expatriate employee covered by the general Labor Law should not assume that Article 151 is “for Saudi women only.”
What matters is the worker's legal employment category and whether the general Saudi Labor Law applies to that employment relationship.
Does Article 151 Apply to Domestic Workers?
This distinction is extremely important for OFWs.
Domestic workers are not governed by Article 151 in the same way as private-sector employees covered by the general Saudi Labor Law.
Article 7 of the Labor Law expressly excludes domestic workers and those considered as such from the general application of the Labor Law and provides for separate regulations governing those categories.
Therefore, a household worker, domestic helper or another worker classified under Saudi domestic-worker regulations should not automatically use the Article 151 private-sector maternity rules as the basis for her case.
Domestic-worker rights and disputes should instead be checked under the applicable domestic-worker regulations and Musaned/HRSD procedures.
Household workers are governed under a different employment framework. Read our Musaned Domestic Workers Complete Guide to understand the difference between Musaned and Qiwa.
This private-sector-versus-domestic-worker distinction is essential whenever reading Saudi labor information online.
PinoyTalks reminder: Before applying any Labor Law article to your situation, first confirm whether your employment falls under Qiwa/private sector or Musaned/domestic work.
Can You Work for Another Employer While on Maternity Leave?
Workers should also know about Article 157.
Under the current women-employment provisions, a female worker may lose her entitlement under this chapter if she works for another employer during her authorized leave period.
In other words, maternity leave should not be treated as an opportunity to take another job while still receiving statutory maternity benefits from the original employment relationship.
That could create a serious labor dispute.
What If Your Employer Refuses Maternity Leave or Deducts Your Salary?
Start by documenting the issue.
Send HR or the employer a written request referring to the applicable maternity provision and attach the relevant medical documentation.
Avoid relying only on verbal conversations.
Keep screenshots, emails, payslips, attendance records and any written rejection.
If the issue cannot be resolved internally, eligible private-sector workers can use HRSD's Friendly Settlement for Labor Disputes, which is the first stage for handling qualifying labor disputes between workers and employers. HRSD states that unresolved cases may be referred to the Labor Court through the applicable process.
HRSD's Friendly Settlement service is intended for regular labor disputes and specifically notes that the worker must not be classified as domestic labor.
HRSD Friendly Settlement for Labor Disputes
Domestic-worker disputes follow a separate route. HRSD has separate procedures for domestic-labor disputes before potential referral to the Labor Court.
Common Maternity Leave Questions From OFWs
Is maternity leave in Saudi Arabia 12 weeks in 2026?
Yes. Current Article 151 provides 12 weeks of fully paid maternity leave.
Are all 12 weeks paid?
The regular 12-week Article 151 maternity leave is fully paid. The worker may also extend her leave for one additional month, but that extension is unpaid.
Can I start maternity leave before delivery?
Yes. The remaining distributable portion may begin from up to four weeks before the expected delivery date, based on the medical certification required by the law.
How much leave is mandatory after childbirth?
The six weeks following childbirth are mandatory.
What if my baby needs continuous medical care?
Where the child is sick or has special needs requiring continuous accompaniment, Article 151 provides an additional one month with full pay, followed by the possibility of another month without pay.
Do I get breastfeeding time when I return to work?
Yes. Article 154 permits nursing periods totaling up to one hour per day, in addition to ordinary worker rest periods. The time counts as actual working hours and does not reduce wages.
Can the employer fire me because I am pregnant?
Article 155 prohibits dismissal or dismissal notice during the protected pregnancy and maternity-leave periods described in the law, including qualifying pregnancy/maternity-related illness supported by proper medical documentation within the statutory limit.
Does this apply to Filipina workers?
It can apply to Filipina and other expatriate workers whose employment relationship falls under the general Saudi Labor Law. Saudi law separately regulates non-Saudi employment.
Does Article 151 apply to a domestic helper?
Do not automatically apply Article 151 to domestic workers. Article 7 excludes domestic workers from the general Labor Law framework and places them under separate regulations.
Before Going on Maternity Leave: OFW Checklist
Before your expected maternity leave, make sure you know your Qiwa contract status, employer HR procedure and medical-insurance arrangements.
Obtain the necessary medical certification for your expected delivery date.
Submit your maternity-leave request through a traceable channel such as the company's HR system or official email.
Keep your own copies of all medical records and HR correspondence.
Check your salary after maternity leave begins to make sure the statutory paid period is being handled correctly.
When returning to work, communicate with HR regarding your Article 154 nursing period.
And if an employer threatens termination, refuses statutory leave or makes unexplained deductions, preserve the evidence before escalating the case.
Why These Rules Matter for OFWs
Maraming OFW ang umaasa lamang sa kung ano ang sinasabi ng supervisor, recruiter, agency o HR.
But company policy cannot simply replace a statutory right under Saudi Labor Law.
At the same time, workers should also avoid relying on outdated Facebook posts or old online articles.
Saudi Arabia's Labor Law amendments took effect on February 19, 2025, and the current Article 151 clearly provides the updated 12-week maternity-leave entitlement.
Knowing the correct law helps both workers and employers avoid unnecessary disputes.
Maternity leave is separate from regular vacation leave. for ordinary paid annual leave entitlements, see our Saudi Labor Law Article 109 Annual Leave Guide.
Final Takeaway
Kung buntis ka at nagtatrabaho sa Saudi private sector, tandaan ang pinakaimportanteng numbers:
12 weeks — fully paid maternity leave.
6 weeks — mandatory period after childbirth.
Up to 4 weeks before expected delivery — maternity leave may begin within the statutory arrangement.
1 additional month — possible unpaid extension.
1 additional month with full pay — in qualifying cases involving a sick child or child with special needs requiring continuous accompaniment.
Up to 1 hour per day — paid nursing/breastfeeding period after returning to work.
And under Article 155, Saudi Labor Law also provides important protection against dismissal during pregnancy and maternity leave.
For Filipino OFWs, the biggest reminder is this:
Know whether you are under Qiwa/private-sector employment or Musaned/domestic-worker regulations before applying any Saudi Labor Law article to your case.
The rules can be very different.
May Tanong Ka Tungkol sa Maternity Leave o Saudi Labor Law?
May sarili kang situation tungkol sa maternity leave, Qiwa contract, salary, termination, transfer, EOSB or other Saudi employment issue?
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Disclaimer
This article is for general educational and informational purposes only and is not individualized legal advice. Saudi laws, regulations, government procedures and platform requirements may change, and the outcome of a labor dispute depends on the facts and evidence of each case.
Always verify your current employment status and applicable rule through official Saudi government channels such as HRSD, Qiwa or Musaned, depending on your employment category.
Primary official sources: Saudi Ministry of Human Resources and Social Development, current Saudi Labor Law Articles 151, 153, 154, 155 and 157; Employment of Non-Saudis provisions; Article 7 general exclusions; and HRSD labor-dispute procedures.
