Saudi Labor Law for OFWs: Complete Guide to Your Rights in Saudi Arabia (2026)
Working in Saudi Arabia means your employment is governed not only by what is written in your contract, but also by the applicable Saudi labor laws, implementing regulations, and official employment procedures.
Saudi labor law for OFW Guides
Para sa maraming Filipino workers, terms such as Qiwa contract, notice period, probation, Article 77, Article 80, Article 81, overtime, annual leave, and end-of-service benefits can become confusing—especially when information on social media is incomplete or based on older versions of the law.
This guide explains the major provisions of the Saudi Labor Law relevant to Filipino and other expatriate private-sector workers, using the current law and official guidance available in 2026.
Saudi Arabia introduced significant Labor Law amendments that took effect on February 19, 2025. According to the Ministry of Human Resources and Social Development (HRSD), the amendments revised 38 articles, removed seven articles, and added two new articles. Because older guides and PDF copies may still appear online, this article prioritizes the current consolidated information published by official Saudi government sources.
For the official legal text and updates, readers may also consult the Saudi Ministry of Human Resources and Social Development (HRSD) Labor Law resources.
Important: This article is for general educational information. Employment cases can differ according to the contract, evidence, applicable regulations, Qiwa status, and decisions of the competent Saudi authorities. It is not a substitute for professional legal advice.
Does the Saudi Labor Law Apply to All OFWs?
Not every Filipino worker in Saudi Arabia falls under exactly the same employment framework.
Article 5 describes the categories generally covered by the Labor Law, including employment relationships in which a worker performs work under the management or supervision of an employer in return for wages.
However, Article 7 specifically excludes certain categories from the general application of the Labor Law, including domestic workers and those considered as such, who are governed by separate regulations.
This distinction is important.
Private-sector/company workers
Workers employed by companies, factories, restaurants, construction firms, hospitals, shops, logistics companies, and other private establishments generally deal with:
- Saudi Labor Law
- HRSD
- Qiwa
- applicable implementing regulations
Domestic workers
Household workers such as domestic helpers generally operate under a separate regulatory framework and use Musaned rather than the standard Qiwa employment-contract framework.
Therefore, an OFW should not automatically apply a Qiwa/private-sector rule to a domestic-worker case.
1. Employment Contracts for Non-Saudi Workers — Article 37
One of the most important provisions for expatriate workers is Article 37.
The current Article 37 states that the employment contract of a non-Saudi worker must be written and fixed-term.
If the contract does not specify a duration, it is considered to have a duration of one year from the worker's actual start date. If work continues after that period, it is considered renewed for a similar period.
This is important because many workers assume that the general rules for indefinite contracts automatically apply to them. For non-Saudi workers, Article 37 must always be considered first.
What should an OFW check?
Review your:
- actual start date;
- contract start and end dates;
- salary and allowances;
- job title;
- work location;
- renewal clause;
- termination provisions; and
- any compensation clause.
For a deeper explanation, see the PinoyTalks guide to fixed-term contracts in Saudi Arabia.
2. Written Contracts and Qiwa — Articles 51 and 52
Article 51 states that the employment contract should be written in two copies, with each party keeping one. The current law also requires documentation according to the applicable regulatory provisions.
However, Article 51 also provides an important rule: even when the employment contract is not written, the employment relationship can still be valid, and the worker may prove the contract and the rights arising from it through available means of proof.
For more detail, read the PinoyTalks Article 51 guide on employment without a written contract.
Article 52 identifies information that should normally appear in the standard employment contract, including the parties' details, agreed wage including benefits and allowances, type and location of work, employment start date, and duration when the contract is fixed-term.
For many private-sector expatriate workers, employment contracts are documented digitally through Qiwa. Our Complete Qiwa Guide for OFWs in Saudi Arabia explains how the platform relates to employment records and contract management.
Practical reminder
Do not review only the salary.
Before accepting or acknowledging a contract, compare:
- salary;
- allowances;
- occupation;
- work location;
- working arrangements;
- duration;
- probation;
- renewal conditions; and
- termination or compensation clauses.
Keep a personal copy of every version.
3. Probation Period — Articles 53 and 54
Saudi Labor Law Article 53 requires a probationary period to be expressly stated in the employment contract.
Under the current law, the total probationary period cannot exceed 180 days in all cases. Both parties have the right to terminate the contract during the probationary period.
This is different from older explanations that referred to a shorter initial probation period followed by an extension.
Article 54 generally prevents a worker from being placed on probation more than once with the same employer. A second probation period may be agreed in writing where it concerns a different profession or type of work, or where at least six months have passed since the previous employment relationship with that employer ended.
If the contract is terminated during probation, Article 54 states that neither party is entitled to compensation for that termination and the worker is not entitled to an end-of-service award for the probation period.
Important distinction
Being on probation does not mean that no labor rules apply.
The worker and employer remain subject to the applicable contractual and statutory obligations during the employment relationship.
4. Iqama, Work Permit and Employment Costs — Article 40
For non-Saudi employees, Article 40 is particularly important.
Under the current wording, the employer bears the costs of:
- recruiting the non-Saudi worker;
- Iqama/residence fees;
- work-permit fees;
- renewal of the Iqama and work permit;
- fines resulting from the employer's delay in those renewals;
- profession-change fees;
- exit and re-entry fees; and
- the worker's return ticket to their home country after the employment relationship ends.
The employer receiving a transferred worker bears the transfer-of-service fees. Article 40 also identifies circumstances in which the worker may bear their own return cost.
Notice the wording carefully: Article 40 specifically identifies the expenses listed in the law. It should not be expanded to unrelated personal expenses without a proper legal or contractual basis.
For more information about Iqama documentation and renewal, see the PinoyTalks Complete Iqama Guide for OFWs.
5. Your Actual Job Should Match the Authorized Profession — Articles 38 and 60
Article 38 states that an employer may not employ a worker in a profession different from the profession stated in the worker's work permit before the proper procedures for changing the profession are completed. The worker is likewise prohibited from working in another profession before completing the required procedures.
There is also a separate contractual issue under Article 60.
Article 60 generally provides that a worker should not be assigned work that is fundamentally different from the work agreed upon without written consent, except in situations of necessity arising from unforeseen circumstances and for a period not exceeding 30 days per year.
Therefore, there are two different questions:
- Does the official profession comply with the work-permit rules?
- Do the actual duties comply with what was contractually agreed?
If your Qiwa occupation, Iqama/work-permit profession and actual job appear inconsistent, read the PinoyTalks Qiwa and Iqama Profession Mismatch Guide.
6. Transfer to Another Work Location — Article 58
A worker may sometimes be asked to move to another branch, project or city.
Under Article 58, an employer generally may not transfer a worker from the original workplace to another location that requires a change of residence without the worker's written consent.
An exception exists for unforeseen necessities for a period not exceeding 30 days per year, provided the employer bears the worker's transportation and accommodation costs during that period.
Not every change in assignment therefore has the same legal effect. The location, duration, need to relocate residence and terms of the contract all matter.
7. Salary Payment — Articles 90–94
Salary concerns are among the most common employment issues.
Under Article 90, monthly-paid workers must be paid once per month. The law also requires establishments to pay wages into workers' accounts through Saudi-accredited banks, subject to permitted exceptions.
Can an employer deduct money from salary?
Not every deduction is automatically prohibited, but deductions must have a lawful basis.
Article 92 identifies permitted categories of deductions, including certain employer loans, social-insurance contributions, authorized fines or damage-related deductions, and judicially ordered debts.
Article 93 generally limits total deductions to half of the worker's due wage unless the Labor Court determines otherwise under the circumstances specified in the law.
Under Article 94, where wages are delayed beyond their lawful due date without legitimate justification, or amounts are improperly deducted, the matter may be brought before the Labor Court.
Good recordkeeping matters
Workers should keep:
- bank statements;
- payslips;
- Qiwa contract copies;
- attendance records;
- payroll messages;
- written salary promises; and
- records of disputed deductions.
These documents may become important if the matter needs formal review.
8. Normal Working Hours — Article 98
Under the current text of Article 98, a worker generally may not be employed for more than:
8 actual working hours per day, where the daily standard is used; or
48 actual working hours per week, where the weekly standard is used.
During Ramadan, the actual working hours for Muslim workers are reduced to no more than:
6 hours per day or 36 hours per week.
These are general rules.
Articles 99, 100, 106 and 108 provide specific exceptions or alternative arrangements for certain industries, categories, shift systems, unusual work pressures and types of work. For example, Article 100 allows approved shift arrangements provided the average over the prescribed period remains within the statutory standard.
Therefore, the statement that “every employee must always work exactly eight clock-hours from arrival to departure” is too simplistic.
The law distinguishes actual working hours, breaks, special categories and approved working arrangements.
9. Break Time — Articles 101 and 102
Under Article 101, working hours and rest periods must generally be arranged so that a worker does not work for more than five consecutive hours without a break of at least 30 minutes for rest, prayer and meals.
Article 102 states that these rest, prayer and meal periods are generally not included in actual working hours, and the worker should not remain under the employer's authority during those periods.
This explains why a duty schedule can sometimes span more clock-time than the number of actual working hours.
For example, a schedule containing eight actual work hours plus a genuine unpaid break may cover more than eight hours from arrival to departure.
The specific schedule should still comply with the law, regulations, contract and any applicable exception.
10. Weekly Rest — Article 104
Under Article 104, Friday is generally the weekly rest day. For some workers, an employer may substitute another day after following the required procedure.
The weekly rest must be:
- fully paid; and
- at least 24 consecutive hours.
There are particular exceptions for certain remote or continuously operating work under Article 105, so work schedules should be evaluated according to the relevant operational arrangement rather than by assumption alone.
11. Overtime Pay — Article 107
Article 107 is the central provision governing overtime compensation.
The current law provides overtime compensation equivalent to the worker's hourly wage plus 50% of the basic wage.
It also allows an employer, with the worker's consent, to grant paid compensatory leave instead of the overtime wage, subject to the implementing regulations.
Hours worked during holidays and official vacations are also treated as overtime under Article 107.
For a more detailed explanation, read the PinoyTalks Overtime Pay Guide under Article 107.
Do not automatically use “basic salary × 1.5” for every calculation
The statutory wording refers to the hourly wage plus 50% of the basic hourly wage. Payroll calculations should therefore be based on the wage components and method required by the law and applicable regulations rather than a social-media shortcut.
Keep attendance, time sheets and written overtime instructions whenever possible.
12. Annual Leave — Articles 109–111
Under Article 109, a worker is entitled to annual leave of at least:
- 21 days per year; and
- 30 days per year after completing five consecutive years with the same employer.
Annual-leave pay is to be paid in advance.
The worker should take the leave during the year it becomes due and generally cannot waive it or exchange it for cash while employment continues.
The employer may schedule leave according to work requirements or rotate workers' leave, but the worker must receive at least 30 days' notice of the scheduled leave date.
Read our dedicated PinoyTalks Article 109 Annual Leave Guide for practical examples.
What happens to unused leave when employment ends?
That issue is addressed by Article 111.
A worker who leaves employment before using accrued annual leave is entitled to wages for the unused leave days, including the proportional entitlement for the part of the year worked.
13. Marriage, Bereavement and Childbirth Leave — Article 113
The amended Article 113 provides fully paid leave of:
- 5 days for marriage;
- 5 days upon the death of a spouse, ascendant or descendant;
- 3 days upon the death of a brother or sister; and
- 3 days upon the birth of a child, to be taken within seven days of the date of birth.
The employer may request documents supporting the event.
This is an area where older online labor-law guides may contain previous leave periods, so workers should use the current version of the law.
14. Hajj Leave — Article 114
A worker may qualify for paid Hajj leave of not less than 10 and not more than 15 days, including the Eid Al-Adha holiday, once during their service.
Article 114 requires, among other conditions, at least two consecutive years of service with the employer, and the employer may determine the number of workers who receive the leave each year according to work requirements.
15. Unpaid Leave — Article 116
Under Article 116, unpaid leave may be taken with the employer's consent for a period agreed by both parties.
Where the unpaid leave exceeds 20 days, the employment contract is considered suspended during that period unless the parties agree otherwise.
Workers considering long unpaid leave should therefore clarify its effect on their employment period and other benefits before agreeing.
16. Sick Leave — Article 117
A worker who establishes their illness is entitled under Article 117 to sick leave during a single year as follows:
- first 30 days — full pay;
- next 60 days — three-quarters pay;
- following 30 days — without pay.
The leave may be continuous or intermittent. For this rule, the one-year period begins from the date of the worker's first sick leave.
Article 82 also states that an employer may not terminate a worker because of illness before the worker has exhausted the statutory sick-leave periods.
Medical documentation and the applicable company/insurance procedure remain important.
17. Maternity Leave — Article 151
Under the current Article 151, a working woman is entitled to 12 weeks of maternity leave with full pay.
Six weeks after childbirth are mandatory, while the remaining six weeks may be distributed within the framework described by the law, beginning up to four weeks before the expected delivery date.
The law also provides additional leave rights in specified cases involving a sick child or a child with special needs whose health condition requires continuous accompaniment.
Because maternity provisions were among areas affected by recent changes, workers should rely on current HRSD information rather than older summaries.
18. Contract Expiry — Article 74
A fixed-term contract reaching its agreed end date is not automatically the same thing as resignation.
Under Article 74, an employment contract may end for several reasons, including:
- written mutual agreement;
- expiry of the specified term;
- termination of an indefinite contract according to Article 75;
- resignation;
- retirement under the applicable rules;
- force majeure;
- permanent closure of the establishment; and
- other situations identified in the law.
For non-Saudi workers, Article 74 must be read together with Article 37, which requires their contracts to be fixed-term.
Why this distinction matters
These are different events:
Contract expiry: the agreed period reaches its end.
Resignation: the worker asks to end the employment relationship through the resignation mechanism.
Early termination: one party ends the contract before its scheduled expiry.
Different rules on notice, compensation and end-of-service benefits can apply depending on what actually happened.
19. Notice Period — Articles 75 and 76
Article 75 specifically governs indefinite-duration contracts.
Under the current amended rule, where an indefinite contract is paid monthly:
- if the worker initiates termination, written notice must be at least 30 days;
- if the employer initiates termination, written notice must be at least 60 days.
For an indefinite contract where wages are not paid monthly, either party terminating for a legitimate reason must generally provide at least 30 days' written notice.
Article 76 provides that a party who fails to observe the Article 75 notice period may owe the other party an amount equal to the worker's wage for the unobserved notice period, unless otherwise agreed as allowed by the law.
Important for OFWs
Because Article 37 requires a non-Saudi worker's contract to be fixed-term, do not automatically assume that Article 75's 30-day or 60-day rule is the complete answer for ending your own fixed-term contract.
Review the contract itself, the reason for ending it, the resignation provisions, and any applicable compensation rules.
20. Resignation — Article 79 Bis
The 2025 amendments introduced a specific resignation mechanism under Article 79 Bis.
Under the current provision:
- A resignation request is considered accepted after 30 days if the employer does not respond.
- The employer may postpone acceptance for up to 60 days when the interests of the work require it, but the postponement must be supported by a written explanation and made within the required time.
- The worker may withdraw the resignation within 7 days of submission, unless the employer has already accepted it.
- A deferred resignation date should not be placed in the resignation request.
- The employment contract remains in force while the resignation request is pending, and both parties must continue performing their obligations.
- A worker whose contract ends by resignation remains entitled to the rights provided by the law.
For a detailed discussion, see our PinoyTalks Article 79 Bis Resignation Guide.
Does an accepted resignation automatically remove all possible financial consequences?
Not necessarily.
The resignation procedure determines how the resignation request is processed. A separate question may arise regarding the consequences of ending a fixed-term contract before its scheduled expiry, especially where a compensation provision or Article 77 becomes relevant.
This is why workers should review the whole contract before submitting an early resignation.
21. Compensation for Illegitimate Termination — Article 77
Article 77 is often misunderstood online.
It does not mean that every resignation automatically creates a penalty.
Article 77 concerns compensation where a contract is terminated by one party for an illegitimate reason, unless the contract already specifies compensation for such termination.
Where no specific compensation is agreed, Article 77 provides:
- for an indefinite contract: 15 days' wages for each year of service;
- for a fixed-term contract: wages for the remaining period of the contract;
- in either case, statutory compensation under these formulas must not be less than two months' wages.
Whether Article 77 applies to a particular case depends on the legal basis for termination, the contract and the facts.
For a comparison with another frequently misunderstood provision, read the PinoyTalks Article 77 vs Article 81 Guide.
22. Employer Termination Without Award, Notice or Compensation — Article 80
Article 80 identifies specific serious circumstances in which an employer may terminate an employment contract without end-of-service award, notice or compensation, subject to the conditions in the law and provided the worker is given an opportunity to state their reasons for objecting to the termination.
The listed grounds include situations involving, among others:
- certain assaults connected to work;
- failure to perform essential contractual obligations or obey lawful orders after the required warning;
- specified misconduct or dishonesty;
- deliberate acts intended to cause material loss, subject to the statutory requirements;
- forgery to obtain employment;
- probation;
- specified levels of unjustified absence after the required written warnings;
- unlawful exploitation of one's position for personal gain; and
- disclosure of industrial or commercial secrets.
Article 80 should therefore not be treated as a general label that can be applied to any workplace disagreement. The specific statutory ground and procedural requirements matter.
23. Leaving Without Notice While Retaining Statutory Rights — Article 81
Article 81 addresses a very different situation.
It allows a worker to leave employment without notice while retaining statutory rights when one of the specific conditions in the article is established.
These include situations where:
- the employer fails to fulfil essential contractual or statutory obligations;
- the employer or representative committed fraud concerning work conditions when contracting;
- the worker is assigned fundamentally different work without consent contrary to Article 60;
- specified violent assault or immoral conduct occurs;
- treatment is characterized by harshness, injustice or humiliation;
- a serious workplace danger threatens the worker's safety or health, the employer knows about it, and does not take measures to remove it; or
- the employer's conduct effectively forces the worker to appear to be the party ending the contract.
Article 81 is not automatic
A worker should not assume that selecting or mentioning “Article 81” automatically proves the case.
If the circumstances are disputed, evidence and the determination of the competent authority can become important.
Documents may include contracts, official records, salary statements, medical or safety reports, written instructions and other relevant evidence.
This is one reason it is useful to understand the differences explained in our Article 77 vs Article 81 guide for OFWs.
24. End-of-Service Benefits — Articles 84 and 85
Saudi Labor Law Article 84 sets the basic end-of-service award formula.
When the employment relationship ends, the award is generally calculated using:
- half a month's wage for each of the first five years of service; and
- one month's wage for each subsequent year.
The last wage is used as the basis, and fractions of a year are calculated proportionally.
However, Article 84 should not be read alone.
Resignation — Article 85
Where the employment relationship ends due to the worker's resignation, Article 85 provides:
- service of at least 2 years and up to 5 years: one-third of the award;
- more than 5 years but less than 10 years: two-thirds;
- 10 years or more: full award.
Other provisions, including Article 87 and Article 80, can affect entitlement in particular circumstances.
Therefore, EOSB should not be calculated based only on years of service. The reason and legal basis for ending employment also matter.
25. Final Salary and Settlement — Article 88
After employment ends, workers naturally want to know when their final dues should be settled.
Under Article 88:
- upon termination of service, wages and entitlements must generally be settled within a maximum of one week from termination of the contractual relationship;
- if the worker is the party who terminated the contract, the employer has up to two weeks to settle the entitlements.
The employer may also deduct a work-related debt owed by the worker from amounts due, subject to the applicable law.
For examples and a deeper explanation, see the PinoyTalks Article 88 Final Settlement Guide.
Final settlement may include amounts legally due depending on the case, such as:
- unpaid salary;
- eligible end-of-service benefits;
- accrued unused annual leave;
- unpaid overtime that is properly established; and
- other contractual entitlements.
The exact amount should be determined from the contract, payroll records and applicable Saudi law.
26. Qiwa Is Important, but the Law Still Matters
Qiwa is a major official platform used for employment services and contract documentation in Saudi Arabia's private sector.
However, seeing a status or option in Qiwa does not mean that one screen by itself answers every legal question.
For example, a worker may still need to determine:
- whether the contract is fixed-term;
- what the actual expiry date is;
- whether a resignation or termination occurred;
- whether there is a compensation clause;
- whether Article 77, 80 or 81 is relevant;
- whether there is an active notice period; and
- whether transfer conditions are satisfied.
Use our Complete Qiwa Guide for OFWs to understand the platform, but always interpret a Qiwa transaction together with the underlying law and employment facts.
27. What Should an OFW Do When There Is a Labor Dispute?
Not every workplace misunderstanding needs to begin as a formal case.
Where appropriate, a worker can first seek written clarification from:
- the immediate supervisor;
- Human Resources;
- the employer or authorized representative.
Keep communications professional and factual.
Instead of writing:
“You are violating my rights and I will report you.”
A more constructive approach is:
“I would like to request clarification regarding my contract/salary/leave record and the applicable Saudi labor provision so we can resolve the matter correctly.”
If the issue cannot be resolved internally, official Saudi channels are available.
Friendly Settlement for Labor Disputes
HRSD describes Friendly Settlement as the first stage for labor-dispute claims between covered workers and employers.
The process attempts an amicable resolution and, if no settlement is reached, the case may be referred to the Labor Court within the applicable process. HRSD lists a service duration of 21 working days and states that this service is not for domestic-labor cases.
Workers can review the official HRSD Friendly Settlement for Labor Disputes service.
Reporting labor-regulation violations
HRSD also provides an electronic service for reporting violations of labor regulations in the private sector. The Ministry lists 19911 as its contact number for the service.
A violation report and a monetary labor claim are not necessarily the same procedure, so workers should select the official service that matches the issue.
28. Documents Every OFW Should Keep
Good documentation helps both employees and employers establish what was actually agreed and what happened.
Keep copies of:
- Qiwa employment contract;
- original employment offer or agency documents;
- Iqama;
- work-permit and occupation information where available;
- salary slips;
- bank statements;
- attendance/time sheets;
- overtime records;
- approved leave requests;
- resignation or non-renewal letters;
- written employer responses;
- Qiwa transaction screenshots;
- final-settlement calculation; and
- official complaint/reference numbers.
Avoid relying only on verbal conversations when an important employment decision is involved.
Frequently Asked Questions About Saudi Labor Law for OFWs
Is the normal working day eight hours?
For workers covered by the general rule in Article 98, actual working hours generally may not exceed eight hours per day under the daily standard or 48 hours per week under the weekly standard. Specific statutory exceptions and approved arrangements exist.
Is the eight-hour rule only for Saudi workers?
Article 98 is a working-hours provision of the Labor Law and is not written as an eight-hour benefit available only to Saudi nationals. Whether Article 98 applies normally or an exception applies depends on the worker and type of work.
Can my employer put me on 180 days' probation?
Article 53 currently permits probation up to a total maximum of 180 days, provided the probation is expressly stated and its duration specified in the employment contract.
Is a non-Saudi employment contract fixed-term?
Yes. Article 37 requires the employment contract of a non-Saudi worker to be written and fixed-term. If no duration is specified, the current provision treats it as one year from the actual start date.
Who pays for my Iqama and work permit?
For workers covered by Article 40, the employer bears the Iqama/residence and work-permit fees, their renewal fees, and employer-caused delay penalties, along with the other expenses specifically listed in Article 40.
Can I resign even if my contract has not expired?
Saudi law contains a resignation process under Article 79 Bis. However, ending a fixed-term contract early can raise separate questions involving the contract and possible compensation. An accepted resignation should therefore not be confused with automatic immunity from every contractual consequence.
Is Article 77 automatically a penalty for resignation?
No. Article 77 addresses compensation for termination for an illegitimate reason where the contract does not already specify compensation. Whether it applies depends on the circumstances.
Can I simply choose Article 81 if I have a problem with my employer?
Article 81 applies only to the specific grounds stated in the law. If the facts are contested, evidence and the competent authority's assessment may be important.
How many annual-leave days do I receive?
Article 109 provides at least 21 days annually, increasing to at least 30 days after five consecutive years with the same employer.
How much sick leave is provided?
Article 117 provides 30 days at full pay, the next 60 days at three-quarters pay and the following 30 days without pay within the relevant one-year period.
How soon should my final dues be settled?
Article 88 generally requires settlement within one week after termination of the contractual relationship, but allows up to two weeks where the worker is the party who terminated the contract.
Does this guide apply to domestic helpers?
Not directly. Article 7 excludes domestic workers and those considered as such from the general application of the Labor Law. They are governed by separate regulations and generally use the Musaned framework.
Final Reminder for OFWs in Saudi Arabia
Understanding Saudi Labor Law is not about creating conflict between employees and employers.
It is about understanding the rights and obligations of both parties, following the correct procedures, keeping accurate records and using official Saudi channels when clarification or dispute resolution is necessary.
Before resigning, refusing a contract, stopping work, requesting a transfer or filing a complaint, check:
- your contract type;
- your official Qiwa record;
- the relevant Saudi Labor Law provision;
- your supporting documents;
- any applicable notice or compensation requirement; and
- the correct official procedure.
Saudi employment rules continue to develop as the Kingdom modernizes its labor market. For this reason, workers and employers should rely on updated HRSD information instead of old screenshots, forwarded messages or outdated social-media posts.
For additional step-by-step guides on contracts, Qiwa, Iqama, overtime, leave, resignation and end-of-service benefits, explore the PinoyTalks Saudi Labor Law resource section.
Have a Saudi employment question based on your own situation? Join the PinoyTalks community and post your question with the relevant contract dates and details—without sharing your Iqama number, passport number, OTP, passwords or other sensitive personal information.
Official Sources
This guide was reviewed using current information from Saudi government sources, including:
Last fact-checked: August 21, 2026
Disclaimer
PinoyTalks provides general educational information for Overseas Filipino Workers and other readers. This article does not constitute legal advice, representation or a guarantee of the outcome of any employment dispute. Saudi laws, implementing regulations, digital-platform procedures and individual employment circumstances may change or differ. For a specific dispute, verify the latest information through HRSD, Qiwa, Musaned or the competent Saudi authority.
