Riyadh: In a significant overhaul of its labor regulations, Saudi Arabia has introduced a series of reforms aimed at enhancing the working environment and safeguarding contractual rights. Announced by the Ministry of Human Resources and Social Development, these changes—which will take effect this month—are part of a broader reform agenda launched in 2020.
Key updates include an extension of maternity leave for female employees from 10 to 12 weeks. Employees are now entitled to five days of paid leave in the event of a spouse’s death and an additional five days for marriage. Notice periods have also been adjusted: employees must now give 30 days’ notice when resigning, while a dismissal requires a 60-day notice period. Work performed on public holidays will be treated as overtime, and trial periods may be extended to 180 days under special conditions.
The reforms further mandate that employers maintain non-discriminatory practices based on race, color, or gender. Strict penalties will be imposed on employers who hire staff without valid licenses or documentation.
In a related move, the Ministry unveiled a national policy last month aimed at eradicating forced labor, making Saudi Arabia the first Gulf nation to ratify the Protocol to the International Labor Organization’s Forced Labor Convention, 2014. This policy focuses on prevention, protection, and victim support while bolstering coordination at national, regional, and international levels to combat forced labor.
These comprehensive labor reforms come at a pivotal time as Saudi Arabia gears up to host the 2034 FIFA World Cup. Amid previous criticisms concerning forced labor practices in the region, the government’s proactive measures are intended to address such concerns and pave the way for a safer, more equitable labor market.
