{"id":161,"date":"2025-11-19T12:38:15","date_gmt":"2025-11-19T09:38:15","guid":{"rendered":"https:\/\/demo.casethemes.net\/consultio-law\/?p=161"},"modified":"2025-11-19T12:39:28","modified_gmt":"2025-11-19T09:39:28","slug":"cases-in-which-an-employee-may-be-dismissed-without-notice","status":"publish","type":"post","link":"https:\/\/mansoorlaw.com.sa\/en\/cases-in-which-an-employee-may-be-dismissed-without-notice\/","title":{"rendered":"Cases in which an employee may be dismissed without compensation or notice"},"content":{"rendered":"
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Under what circumstances may an employee be dismissed without compensation or notice? Explanation of Article 80 of the Saudi Labor Law.<\/h2>

Article 80 of the Saudi Labor Law specifies the circumstances under which an employer may terminate an employee's contract without severance pay, compensation, or even prior notice. This article aims to strike a balance between protecting workers' rights and enabling establishments to hold employers accountable for serious violations. A detailed explanation of these circumstances, as outlined in the law, follows.<\/p>

First: Assault or violent behavior<\/h3>

An employer may dismiss an employee without compensation if the employee assaults the employer, a superior, or a colleague during work hours.<\/p>

Second: Failure to perform basic duties<\/h3>

If the worker fails to perform his basic duties or violates occupational safety instructions after being warned in writing.<\/p>

  1. There is a clear deficiency in the work<\/li>
  2. Issuing a prior written warning<\/li>
  3. Negligence is linked to the core of job duties.<\/li><\/ol>

    Third: Bad behavior and breach of trust<\/h3>

    Breach of trust or misconduct is a justifiable reason for immediate dismissal.<\/p>

    1. Embezzlement or fraud<\/li>
    2. Disclosing company secrets<\/li>
    3. Exploiting one's position for personal gain<\/li><\/ol>

      Fourth: Frequent absence from work<\/h3>

      The system allows for termination of the contract in case of unjustified absence, according to specific controls.<\/p>

      1. Absence of ten separate days during the year without excuse<\/li>
      2. Absence for five consecutive days without excuse<\/li>
      3. The need to warn the employee before dismissal in every case<\/li><\/ol>

        Fifth: Exploiting one's position for personal gain<\/h3>

        If it is proven that the employee used his job position to achieve irregular profits or benefits, the contract may be terminated without compensation.<\/p>

        Sixth: Forgery or providing false information<\/h3>

        Dismissal of the worker if it is found that the contract was based on forged certificates or documents.<\/p>

        Seventh: Violation of security and safety policy<\/h3>

        If the worker causes serious harm to health or property as a result of a deliberate violation of safety instructions after a written warning.<\/p>

        Eighth: Exploiting the leave for an illegal purpose<\/h3>

        Dismissal is permissible if the employer finds that the worker has used sick leave for other unauthorized work.<\/p>

        Ninth: Committing unethical behavior in the workplace<\/h3>

        Behaviors that violate public morals and affect the work environment may be considered a justifiable reason for immediate dismissal.<\/p>

        Tenth: Conclusion<\/h3>

        Article 80 of the Saudi Labor Law protects establishments from serious violations, while simultaneously obligating employers to provide the necessary evidence and warnings before making a termination decision. Both employers and employees are advised to familiarize themselves with these provisions to avoid legal disputes.<\/p>\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":"

        Article 80 of the Saudi Labor Law specifies the circumstances under which an employer may terminate an employee's contract without severance pay, compensation, or even prior notice. This article aims to strike a balance between protecting workers' rights and enabling establishments to hold employers accountable for serious violations. A detailed explanation of these circumstances, as outlined in the law, follows.<\/p>","protected":false},"author":1,"featured_media":4350,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3],"tags":[],"class_list":["post-161","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-3"],"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/mansoorlaw.com.sa\/en\/wp-json\/wp\/v2\/posts\/161","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/mansoorlaw.com.sa\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/mansoorlaw.com.sa\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/mansoorlaw.com.sa\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/mansoorlaw.com.sa\/en\/wp-json\/wp\/v2\/comments?post=161"}],"version-history":[{"count":0,"href":"https:\/\/mansoorlaw.com.sa\/en\/wp-json\/wp\/v2\/posts\/161\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/mansoorlaw.com.sa\/en\/wp-json\/wp\/v2\/media\/4350"}],"wp:attachment":[{"href":"https:\/\/mansoorlaw.com.sa\/en\/wp-json\/wp\/v2\/media?parent=161"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/mansoorlaw.com.sa\/en\/wp-json\/wp\/v2\/categories?post=161"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/mansoorlaw.com.sa\/en\/wp-json\/wp\/v2\/tags?post=161"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}