End-of-service entitlements in Saudi Arabia

For disputes within its scope, HRSD's amicable-settlement service is the first stage before the labour court. The service describes settlement attempts or court referral within 21 working days from the first session; this is not a deadline to start your claim or a promise of judgment within 21 days. Submit the employment evidence and specific demands through the official service. Check separately whether an executable wage contract offers a direct enforcement route.

• HRSD — amicable settlement for labour disputes

Article 85 ordinarily gives one third after at least two and up to five consecutive years, two thirds after more than five but fewer than ten years, and the full award after ten years. Article 87 contains specific full-award exceptions. Confirm the legal reason for leaving before applying resignation fractions; departure under Article 81 is a separate issue.

• HRSD — Labour Law Articles 85–87

Article 96 distinguishes piecework or production pay, using the last service year’s actual-work average, from a wage made entirely of variable commission, using remuneration divided by actual working days for the daily average. Article 86 separately permits an agreement excluding all or part of variable commission and similar percentages from the end-of-service wage base. Check the payment scheme and any exclusion agreement. This calculation rule does not prove that an unmet sales target or a discretionary payment was earned.

• HRSD — Labor Law, Article 96
• HRSD — Labor Law, Article 86

Article 87 preserves the full award for departure caused by force majeure outside the worker’s control, and for a woman ending the contract within six months of marriage or three months of childbirth. Article 88 normally requires final settlement within one week after the relationship ends, or two weeks where the worker ended it, allowing deduction of a due work-related debt. Establish the departure ground, dates and debt evidence; these rules differ from the ordinary resignation fractions and do not validate an unsupported deduction.

• HRSD — Labor Law, Articles 87–88

Article 234 generally bars a labour-court claim for Labor Law or employment-contract rights after twelve months from the end of the relationship, unless the court accepts an excuse or the respondent acknowledges the right. Record the actual end date and take the applicable filing steps promptly. This is not a substitute for the shorter disciplinary or damage-deduction objection periods, and it is not a promise that informal negotiations suspend time.

• HRSD — Labor Law, Article 234

No. Article 80 requires a listed ground and an opportunity for the worker to explain objections. Grounds include specified assault, serious contractual or safety breaches after the required warning, proven dishonesty or employment fraud, deliberate material loss with the stated reporting requirement, probation, defined unjustified absence after written warning, abuse of position, or disclosure of industrial or commercial secrets. Identify the exact ground and its conditions; an allegation alone does not establish it. Article 77 compensation is a separate remedy assessment and does not itself order reinstatement.

• HRSD — Labor Law, Articles 77 and 80

Preserve employment dates and contract, wage history, leave record, termination or resignation papers and employer's calculation, prepare a dated chronology and identify any notice or deadline. Send those materials to CounselO for an initial assessment of the facts, forum and options in Saudi Arabia.

For this problem, start with employment dates and contract, wage history, leave record, termination or resignation papers and employer's calculation. Add a short dated summary and identify any notice or deadline. The final list depends on the facts.

Yes. The initial assessment and document review can begin through WhatsApp, email or the consultation form in Arabic or English. Formal filing, attendance and reserved representation work are scoped separately where required in Saudi Arabia.

The review addresses this question: How can I check an end-of-service calculation? CounselO examines employment dates and contract, wage history, leave record, termination or resignation papers and employer's calculation, checks the applicable framework and authority, and explains the supported options and remaining uncertainties within the agreed scope.

CounselO targets a professional response within 24 hours, subject to the matter’s scope, urgency, intake completeness and service availability. The target is not a guaranteed legal outcome or filing deadline.