Employment
We advise employers throughout the employment relationship: hiring, contracts, policies, responsibilities and decision-making authority, investigations, workforce changes, termination and disputes. Advice is based on the current consolidated Labor Law, its Implementing Regulations and the official requirements applicable to the employer and worker, taking account of the facts of each case.
Current law, current employment record
The official consolidated Labor Law records amendments and their effective dates. Employment advice must therefore identify the current text, the worker’s status, contract type, wage record, platform documentation, policies and actual course of conduct.
Requirements for employing Saudi nationals, work permits, wage protection, social insurance and rules specific to a profession or sector may also affect the employer. We identify the relevant official service and competent authority for each question, taking account of the workers concerned.
What we advise on
- Employment contracts, policies, work regulations and delegations.
- Hiring, probation, working arrangements, confidentiality and intellectual property.
- Saudisation and workforce-planning questions with current official classifications.
- Performance, misconduct, investigations and documented procedures.
- Restructuring, employee transfers, termination, settlement, and end-of-service entitlement and calculations.
- Employment evidence and preparation for settlement negotiations or formal dispute proceedings.
How we work
We reconcile the signed documents, official platform records and operational facts. The advice identifies the applicable provision and effective text, separates mandatory rules from contractual choices, and records the steps and evidence required before implementation.
Primary Saudi source
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Frequently asked questions
Is the same notice period used for every termination?
No. The applicable rule depends on matters including contract duration, payment cycle, terminating party, ground and contractual terms. The current text and the employment record must be reviewed.
Is end-of-service benefit always calculated in the same way?
The Labor Law establishes the framework, but the result depends on wage components, length of service, the reason and manner of termination, and any relevant statutory provision.
Why do official electronic records matter?
Contracts are documented and some employment and social insurance compliance procedures are carried out through official electronic systems. Their data, signed documents and actual practice should be reconciled before a material decision.
Tell us about your matter.
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