{"id":159,"date":"2025-11-19T13:00:10","date_gmt":"2025-11-19T10:00:10","guid":{"rendered":"https:\/\/demo.casethemes.net\/consultio-law\/?p=159"},"modified":"2025-11-19T13:05:31","modified_gmt":"2025-11-19T10:05:31","slug":"arbitrary-dismissal-case-in-saudi-arabia-how-did-it-happen","status":"publish","type":"post","link":"https:\/\/mansoorlaw.com.sa\/en\/arbitrary-dismissal-case-in-saudi-arabia-how-did-it-happen\/","title":{"rendered":"A case of arbitrary dismissal in Saudi Arabia: How did the employee receive the highest compensation?"},"content":{"rendered":"
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A case of arbitrary dismissal in Saudi Arabia: How did the employee receive the highest compensation?<\/h2>\n\n

Unfair dismissal cases are among the most common labor disputes in Saudi Arabia, due to some companies exceeding their legal authority when terminating employee contracts. In this high-profile case, an employee successfully obtained substantial compensation after his lawyer proved that the company had dismissed him without legitimate justification. This case set a precedent demonstrating how Article 77 of the Labor Law can be applied when the evidence supports the employee's position.<\/p>\n\n

Case facts<\/h3>\n

The employee had worked for a private company for several years before receiving a sudden termination notice citing \"poor performance.\" The company provided no prior reports or warnings to substantiate this claim, prompting the employee to hire a lawyer and file a lawsuit for wrongful termination.<\/p>\n\n

Employee defense<\/h3>\n

The employee's lawyer highlighted a number of key points to prove abuse of power.<\/p>\n

    \n
  1. The absence of any official performance reports proving weak productivity<\/li>\n
  2. The company did not provide any prior written warning.<\/li>\n
  3. There are testimonials from colleagues stating that the employee's performance was good.<\/li>\n
  4. The company continued to assign the employee sensitive tasks a week before his dismissal.<\/li>\n<\/ol>\n\n

    Company defense<\/h3>\n

    The company claimed that it had a \u201cconviction\u201d that the employee\u2019s performance was poor, but it was unable to provide written evidence or periodic reports to support this claim.<\/p>\n\n

    The court's approach to ruling<\/h3>\n

    The Labor Court based its decision on the statutory rules for terminating an employee's services, which rely on tangible evidence rather than personal convictions.<\/p>\n

      \n
    1. The court stressed that the decision must be based on documented factual evidence.<\/li>\n
    2. She stated that performance evaluations without documentation are not valid.<\/li>\n
    3. I relied on Article 77 to determine the value of the compensation.<\/li>\n<\/ol>\n\n

      The ruling issued<\/h3>\n

      After reviewing the evidence, the court ruled in favor of the employee, granting him the following rights.<\/p>\n

        \n
      1. Financial compensation in accordance with Article 77 for wrongful dismissal<\/li>\n
      2. Full end-of-service bonus<\/li>\n
      3. Payment of allowances for unused annual leave<\/li>\n
      4. Pay the remaining wage until the last working day<\/li>\n
      5. Obliging the company to issue a certificate of experience<\/li>\n<\/ol>\n

        The final compensation amount was higher than expected due to the company's proven misconduct in the dismissal proceedings.<\/p>\n\n

        The importance of this case<\/h3>\n

        This case became an important reference point in labor disputes because it illustrated the following:<\/p>\n

          \n
        1. An employer may not dismiss an employee without written evidence.<\/li>\n
        2. Periodic warnings and evaluations are considered essential to proving poor performance.<\/li>\n
        3. The possibility of an employee receiving substantial compensation in case of unfair dismissal<\/li>\n
        4. Article 77 grants the employee broad protection if the employer's authority is abused.<\/li>\n<\/ol>\n\n

          Summary<\/h3>\n

          This case highlights the importance of balancing employee rights and employer authority. It underscores that termination must be based on documented legal grounds, and that a skilled lawyer can transform a simple case into a substantial compensation claim by knowing how to present evidence and refute the company's claims.<\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"

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