May 60 days notice period ka sa Qiwa, pero next year pa matatapos ang employment contract mo. Gusto mo nang mag-resign at iniisip mong sapat na ang pag-render ng 60 days para makaalis nang walang problema.
60 days notice period in Qiwa
Pero kung hindi pa expired ang iyong fixed-term contract, hindi sapat na notice period lang ang tingnan.
Sa Saudi Labor Law, magkaiba ang contractual notice period, resignation under Article 79 Bis, non-renewal upon contract expiry, at compensation for unlawful termination under Article 77.
Alamin natin kung ano ang dapat suriin bago mag-submit ng resignation sa Qiwa.
1. May 60 Days Notice Period Ako — Ano ang Ibig Sabihin Nito?
Una, kailangan mong malaman kung para saan ang 60 days na nakalagay sa iyong employment contract.
Maaaring tumutukoy ito sa:
- Contractual notice requirement para sa termination.
- Advance notification para sa non-renewal bago ang contract expiry.
- Isang contractual provision na kailangang basahin kasama ng applicable Saudi Labor Law.
May hiwalay ding 60-day postponement of resignation acceptance sa ilalim ng Article 79 Bis. Hindi ito automatic na katumbas ng 60-day contractual notice period.
Kaya hindi sapat na makita lamang ang salitang "60 days" sa Qiwa para malaman kung kailan legal na matatapos ang employment relationship.
Bakit Mahalagang Malaman ang Contract Type?
Under Article 37, ang employment contract ng non-Saudi worker ay dapat written at fixed-term.
Kung walang duration na nakasaad, ang contract ay itinuturing na one year mula sa actual commencement date. Kung magpapatuloy ang employment pagkatapos nito, itinuturing itong renewed for a similar duration.
May hiwalay namang notice rules sa Article 75 para sa indefinite-term employment contracts.
Para sa monthly-paid employees na sakop ng Article 75:
- Employee-initiated termination: at least 30 days' written notice.
- Employer-initiated termination: at least 60 days' written notice.
Hindi dapat basta ilapat ang Article 75 sa fixed-term contract ng isang non-Saudi worker.
Tandaan: Ang "Indefinite Renewal" sa Qiwa ay hindi automatic na katumbas ng "Indefinite-Term" na Contract Type. Magkaiba ang renewal setting at legal contract classification.
2. Paano Kung Next Year Pa ang Contract Expiry Ko?
Halimbawa, ganito ang employment details mo:
- Contract End Date: June 30, 2027
- Notice Period: 60 days
- Planned Resignation: October 2026
- Desired Last Working Month: December 2026
Hindi pa expired ang iyong fixed-term contract sa December 2026.
Kaya mahalagang matukoy kung ang plano mo ay ordinaryong resignation under Article 79 Bis, mutual termination, o ibang legal ground.
Ang 60-day notice clause ay hindi automatic na nagbibigay sa iyo ng karapatang pumili ng anumang last working date nang hindi sinusuri ang applicable legal procedure.
Hindi rin nangangahulugan na kailangan mong hintayin ang contract expiry sa lahat ng pagkakataon bago magkaroon ng legally effective resignation.
Ang dapat malaman ay kung anong termination process ang naaangkop sa iyong sitwasyon.
3. Ano ang Sinasabi ng Article 79 Bis Tungkol sa Resignation?
Under Article 74, kinikilala ang resignation bilang isang legal ground for ending an employment contract.
Ang Article 79 Bis naman ang nagtatakda ng resignation procedure.
A. Resignation Accepted After 30 Days Without Response
Kapag nakapagsumite ng resignation request at walang response ang employer sa loob ng 30 days, ang resignation ay considered accepted under Article 79 Bis.
B. Employer May Postpone Acceptance for Up to 60 Days
Maaaring ipagpaliban ng employer ang acceptance ng resignation request for up to 60 days kung kinakailangan para sa work interests.
Pero may conditions:
- Dapat may written explanation ang employer.
- Dapat maibigay ang postponement bago matapos ang initial 30-day period.
- Ang postponement period ay binibilang mula sa petsang ibinigay ang written explanation sa worker.
Hindi automatic ang 60-day postponement sa lahat ng resignation requests.
C. Withdrawal Within Seven Days
Maaaring bawiin ng worker ang resignation request within seven days mula sa submission, maliban kung tinanggap na ito ng employer bago ang withdrawal.
D. No Deferred Resignation Date
Under Article 79 Bis, hindi dapat maglagay ng deferred effective resignation date sa resignation request.
May Qiwa termination workflow na maaaring humingi ng "Last Working Date," pero ang technical field na ito ay hindi dapat ipagpalagay na nagpapawalang-bisa sa statutory resignation requirements.
E. Employment Remains Active While Resignation Is Pending
Habang pending ang resignation request, nananatiling valid ang employment contract.
Dapat patuloy na tuparin ng employee at employer ang kanilang contractual obligations hanggang legal na matapos ang employment relationship.
Para sa kumpletong paliwanag ng 30-day acceptance, 60-day postponement, at seven-day withdrawal, basahin ang aming Saudi Labor Law Article 79 Bis Resignation Guide.
4. Kapag Accepted ang Resignation, May Article 77 Compensation Pa Ba?
Ito ang isa sa pinakamahalagang legal distinctions na dapat maintindihan ng mga OFW.
Hindi automatic na may Article 77 compensation kapag nag-resign bago ang contract expiry.
Under Article 74 and Article 79 Bis, ang resignation ay isang legally recognized way of ending employment.
Samantala, ang Article 77 ay tumutukoy sa compensation arising from termination for an illegitimate reason.
Samakatuwid, hindi sapat na sabihing may remaining months pa ang contract para agad mag-conclude na kailangang magbayad ang worker ng compensation.
Kailangan munang suriin:
- Kung ang resignation ay legally effective under Article 79 Bis.
- Kung may relevant at legally valid compensation provision sa employment contract.
- Kung ang aktuwal na nangyari ay valid resignation o disputed unlawful termination.
- Kung may mutual agreement, employer violation, o ibang legally relevant circumstances.
Kailan Applicable ang Article 77 Calculation?
Kung may termination for an illegitimate reason at applicable ang Article 77, maaaring magkaroon ng compensation entitlement ang affected party.
Kung walang specific contractual compensation provision, ang statutory calculation para sa fixed-term contract ay based sa wages for the remaining contract period, subject to the statutory minimum of two months' wages.
Halimbawa, kung SAR 3,000 ang monthly wage at may six months pang natitira sa fixed-term contract:
SAR 3,000 × 6 months = SAR 18,000
Pero mahalagang tandaan:
Hindi ito automatic na babayaran ng worker na nag-submit ng legally effective resignation.
Illustration lamang ito ng Article 77 statutory formula kung legally applicable ang provision.
Ang actual liability ay nakadepende sa contract, termination circumstances, applicable law, at competent authority's determination kung may dispute.
Para sa mas detalyadong paliwanag ng compensation risks, basahin ang aming Article 77 Guide: Why It's Risky to Resign Before Your Contract Ends.
5. Resignation vs Non-Renewal — Ano ang Mas Angkop sa Plano Mo?
Kung ang plano mo ay umalis lamang kapag natapos ang existing contract, non-renewal upon contract expiry ang dapat mong suriin.
Under Article 74, ang expiration ng fixed-term contract ay hiwalay na legal ground for ending employment.
Ang pagpapahayag ng intention not to renew ay hindi kinakailangang ituring na resignation.
Example: Contract Ends June 30, 2027
Kung June 30, 2027 ang contract end date mo at may 60-day advance non-renewal notice requirement sa iyong valid contract, kailangang sundin ang applicable notice deadline.
Hindi ito kapareho ng pagpapasa ng early resignation sa October 2026.
Magkaiba ang non-renewal upon expiry at resignation habang active pa ang contract.
Paano Kung May Automatic Renewal Clause?
Basahin ang renewal clause at alamin kung kailan kailangang magbigay ng written notice.
I-save ang:
- Written non-renewal notice.
- Proof of submission.
- Employer acknowledgment, kung mayroon.
- Updated Qiwa contract status.
Huwag mag-assume na dahil hindi ka pumirma ng bagong contract ay hindi na maaaring mag-renew ang existing agreement.
Ang safest approach ay sundin ang applicable contract renewal terms at tamang non-renewal procedure.
6. Paano Kung Kailangan Ko Talagang Umalis Bago Contract Expiry?
May iba't ibang legal situations na maaaring maging relevant depende sa circumstances.
Option 1: Mutual Termination Under Article 74
Maaaring magkasundo ang employee at employer na tapusin ang employment relationship.
Under Article 74, kailangan ang written consent ng worker.
Mahalagang malinaw sa agreement ang:
- Agreed separation date.
- Financial obligations ng parehong parties.
- Final settlement.
- Applicable employment benefits.
Kung may agreement na walang compensation claims ang employer, kailangang malinaw itong documented at legally valid.
Option 2: Resignation Under Article 79 Bis
Kung ordinaryong resignation ang iyong pinili, sundin ang statutory resignation procedure.
Siguraduhing documented ang submission at employer response.
Huwag ituring na automatic permission ang pagpasa lamang ng resignation para agad tumigil sa trabaho.
Option 3: Leaving Work Under Article 81
Under Article 81, may specific circumstances kung saan maaaring umalis ang worker without notice habang pinananatili ang statutory rights.
Kabilang dito ang qualifying failures ng employer na tuparin ang essential contractual or statutory obligations at iba pang situations listed in Article 81.
Pero hindi lahat ng workplace disagreements ay Article 81 violations.
Kailangan ang tamang legal basis at supporting evidence, lalo na kung disputed ang employer violation.
Kung may bagong employer ka naman, huwag magsimulang magtrabaho sa ibang company habang hindi pa natutugunan ang applicable legal employment transfer requirements.
7. Paano ang End-of-Service Benefits Kapag Nag-Resign?
Ang End-of-Service Benefits o EOSB ay hiwalay na issue mula sa potential compensation under Article 77.
Under Article 84, ang general EOSB calculation ay nakabatay sa applicable last wage at continuous length of service.
Kung resignation ang dahilan ng pagtatapos ng employment, ang Article 85 ay may sumusunod na statutory entitlements:
Continuous Service | EOSB Upon Resignation |
|---|
Less than 2 years | Generally no resignation EOSB |
2 to 5 years | One-third of calculated award |
More than 5 but less than 10 years | Two-thirds of calculated award |
10 years or more | Full calculated award |
Example: 12 Years of Continuous Service
Kung 12 years na ang continuous service mo at resignation ang legal ground ng separation, generally entitled ka sa full calculated EOSB under Article 85.
Pero hiwalay pa ring dapat suriin ang anumang disputed termination compensation.
Hindi dapat pagsamahin bilang iisang calculation ang:
- EOSB
- Unused annual leave pay
- Unpaid salary
- Applicable overtime
- Other employment dues
- Any legally established compensation or debts
Under Article 88, kung worker ang nag-terminate ng contract, ang statutory entitlements ay dapat ma-settle within a period not exceeding two weeks, subject to applicable lawful deductions.
8. Ano ang Dapat I-check Bago Mag-Resign sa Qiwa?
Bago mag-submit ng resignation o termination request, gamitin ang checklist na ito:
- [ ] Contract Type: Fixed-term ba ang actual contract?
- [ ] Contract End Date: Kailan talaga matatapos?
- [ ] Notice Period: Para ba ito sa termination o non-renewal?
- [ ] Renewal Clause: May automatic renewal ba?
- [ ] Compensation Clause: May specific early termination provision ba?
- [ ] Legal Ground: Resignation, non-renewal, mutual termination, o Article 81?
- [ ] Pending Request: May existing termination o transfer request ba?
- [ ] Final Settlement: Na-check ba ang EOSB at ibang employment dues?
Sa Qiwa, maaaring kailanganing piliin ang contract, termination reason, at Last Working Date depende sa available termination workflow.
Hindi lahat ng Qiwa termination reasons ay may parehong legal consequences.
Kaya siguraduhing tama ang legal ground bago mag-submit.
Kung hindi malinaw ang options o may system error, i-save ang screenshots at humingi muna ng clarification sa Qiwa o HRSD.
Frequently Asked Questions
Pwede ba akong mag-resign kahit next year pa ang contract expiry?
May legal resignation procedure under Article 79 Bis. Pero dapat sundin ang applicable requirements at suriin ang actual contract at circumstances.
Kapag nag-render ako ng 60 days, automatic bang wala akong compensation liability?
Hindi. Ang 60-day contractual notice alone ay hindi sapat para matukoy kung may compensation liability. Kailangang suriin ang legal termination ground at applicable provisions.
Automatic bang may Article 77 penalty kung accepted ang resignation?
Hindi. Ang Article 77 ay may kinalaman sa termination for an illegitimate reason. Hindi automatic na unlawful termination ang resignation na legally effective under Article 79 Bis.
Pwede bang i-postpone ng employer ang resignation ko?
Oo, kung natutugunan ang statutory conditions under Article 79 Bis, kabilang ang written explanation at applicable time limits.
Pwede bang mag-transfer sa ibang employer pagkatapos mag-resign?
Ang resignation at employment transfer ay magkahiwalay na legal processes. Kailangan munang matugunan ang applicable Qiwa transfer conditions bago magsimulang magtrabaho sa bagong employer.
Ang Iqama expiry ba ang dapat sundin sa contract expiry?
Hindi automatic. Magkaiba ang Iqama validity at employment contract duration.
Under Article 37, may specific rules para sa fixed-term employment contracts ng non-Saudi workers.
Final Reminder para sa mga OFW
Kabayan, kung may 60-day notice period ka sa Qiwa pero active pa ang employment contract mo, huwag mag-assume na pare-pareho ang legal rules sa resignation at non-renewal.
Ang pinakamahalagang tanong ay hindi lang kung ilang araw ang notice mo, kundi kung anong legal process ang gagamitin para matapos ang employment relationship.
Kung gusto mong matapos ang contract sa expiration date, suriin ang non-renewal requirements.
Kung kailangan mong umalis nang mas maaga, unawain muna ang Article 79 Bis, applicable contract provisions, at iba pang relevant legal grounds bago mag-submit.
Mas mabuting malinaw ang iyong legal position bago mag-proceed kaysa magkaroon ng hindi inaasahang dispute pagkatapos ng employment.
May Tanong Ka Tungkol sa Iyong Qiwa Contract?
May active contract ka ba pero gusto mo nang mag-resign?
Hindi sigurado kung resignation o non-renewal ang dapat piliin?
Ibahagi ang iyong tanong sa PinoyTalks Ask the Community.
Para mas maintindihan ang iyong situation, banggitin ang:
- Contract Type
- Contract End Date
- Notice Period
- Planned Separation Date
Huwag mag-post ng Iqama number, passport number, o anumang sensitive personal information.
Official Saudi Government References
- HRSD — Labor Relations: Articles 74–88
- HRSD — Employment of Non-Saudis: Article 37
- HRSD — Labor Education FAQs
Disclaimer: This article is for general educational purposes and primarily concerns private-sector workers covered by the Saudi Labor Law. It does not constitute individualized legal advice. Domestic workers are generally subject to separate regulations. Individual outcomes depend on applicable law, contract terms, facts, and competent authority decisions. PinoyTalks is an independent OFW information community and is not affiliated with HRSD or Qiwa.
