Employment disputes and unpaid benefits in Saudi Arabia

Prepare your employment contract, payslips, dismissal notice and relevant correspondence. A document-based review can distinguish unpaid salary, disputed benefits and termination issues before identifying the appropriate dispute route.

Keep salary, allowances, commission, leave, termination-related amounts and payments already received in separate lines with their supporting records. Identify what is disputed and why. A clear breakdown supports assessment without assuming that every requested amount is legally due.

Under Article 77, first check whether the contract specifies compensation for termination without a legitimate reason. Otherwise, the statutory measure is 15 days’ wage per service year for an indefinite contract, or the remaining term’s wage for a fixed-term contract, with a two-month wage minimum for those measures. Establish that termination was unlawful; notice pay and end-of-service entitlements require separate calculations.

For employment governed by the Saudi Labor Law, Article 116 allows unpaid leave with the employer's agreement for an agreed duration. The contract is treated as suspended for the portion exceeding 20 days unless both parties agree otherwise. Record the approved dates, return date and any agreement about suspension in writing. Unpaid leave differs from annual or sick leave; check the applicable employment regime before applying this rule.

Useful records include: Employment contract, amendments and work-status records; Payslips, bank transfers and attendance or leave records; Warnings, termination or resignation notices; Benefit calculation and any proposed settlement. Add a dated summary and explain the outcome you seek. Redact information unrelated to the matter.

Topics explained on this page include: Employment contracts and workplace policies; Wages, leave and end-of-service calculations; Termination, resignation and discipline. The team reviews the facts and jurisdiction, then confirms the engagement scope and fee before work begins.

Before signing, review the role, pay, benefits, term, termination provisions and post-employment obligations. After leaving, collect the notice, pay records, benefits calculation and any release before assessing a claim. An offer, signed contract and actual start of work are distinct facts; identify each date and the country of performance.

Yes. The initial legal assessment and document review can begin through WhatsApp or email. If formal representation or attendance is required, the team explains the appropriate next step after reviewing the matter.

Send relevant contracts, correspondence, notices, decisions, and a dated summary of events. Do not send the only copy of an original document, and redact unrelated sensitive information.

Seek advice when a dispute first appears, when you receive a notice, or before signing an important document. Early review helps preserve evidence and clarify options before an avoidable commitment is made.

Yes. An initial review can identify legal and practical risks, strengths, missing information, and the most appropriate route before negotiation or a formal filing.

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