{"id":166,"date":"2019-11-05T02:33:58","date_gmt":"2019-11-05T02:33:58","guid":{"rendered":"https:\/\/demo.casethemes.net\/consultio-law\/?p=166"},"modified":"2025-11-19T12:31:34","modified_gmt":"2025-11-19T09:31:34","slug":"employee-rights-regarding-annual-leave-and-other-entitlements","status":"publish","type":"post","link":"https:\/\/mansoorlaw.com.sa\/en\/employee-rights-regarding-annual-leave-and-other-entitlements\/","title":{"rendered":"Employee rights regarding annual leave, sick leave, and maternity leave"},"content":{"rendered":"
\n\t\t\t\t
\n\t\t\t\t\t
\n\t\t\r\n\t\t
\n\t\t\t\t\t\t\t\t\t

What are an employee's rights regarding annual leave, sick leave, and maternity leave? Guide to Articles 109\u2013116 of the Saudi Labor Law.<\/h2>\n\n

The Saudi Labor Law grants employees a wide range of leave entitlements that ensure their well-being, health, and family stability. Articles 109 through 116 regulate employee rights to annual leave, sick leave, and maternity leave for working women. The following is a clear and concise explanation of the rights to which employees are entitled under the law.<\/p>\n\n

First: Annual leave according to Article 109<\/h3>\n

The system sets the minimum annual leave for the worker as follows:<\/p>\n

    \n
  1. 21 days of annual leave for an employee who has spent less than five years at the establishment<\/li>\n
  2. 30 days of annual leave for a worker who has completed five years or more<\/li>\n
  3. The leave is with full pay.<\/li>\n
  4. The employer must inform the employee of the leave date at least 30 days in advance.<\/li>\n<\/ol>\n\n

    Second: Accumulation and postponement of leave days according to Article 110<\/h3>\n

    The system allows for the postponement or deferral of annual leave according to clear regulations.<\/p>\n

      \n
    1. The worker may not waive his annual leave<\/li>\n
    2. Deportation is permissible with the consent of both the worker and the employer.<\/li>\n
    3. The worker must take his leave within a period not exceeding the end of the following year.<\/li>\n<\/ol>\n\n

      Third: Compensation for annual leave upon termination of the contract (Article 111)<\/h3>\n

      The employer is obligated to pay financial compensation for the unused vacation balance, calculated based on the worker's daily wage at the time the contract ends.<\/p>\n\n

      Fourth: Sick leave according to Article 112<\/h3>\n

      The employee is entitled to paid sick leave on a graduated basis during the year as follows:<\/p>\n

        \n
      1. 30 days with full pay<\/li>\n
      2. 60 days at three-quarters pay<\/li>\n
      3. 30 days without pay<\/li>\n<\/ol>\n

        A certified medical report proving the need for leave is required.<\/p>\n\n

        Fifth: Combining sick leave and annual leave<\/h3>\n
          \n
        1. Annual leave is not counted as sick leave.<\/li>\n
        2. If an employee becomes ill during their annual leave, it is converted to sick leave according to medical reports.<\/li>\n<\/ol>\n\n

          Sixth: Maternity leave for working women according to Article 114<\/h3>\n

          The system stipulates clear rights for women during pregnancy and childbirth.<\/p>\n

            \n
          1. 10 weeks maternity leave<\/li>\n
          2. The leave may be distributed before and after maternity leave according to the employee's wishes.<\/li>\n
          3. The portion you take after giving birth should be no less than 6 weeks.<\/li>\n
          4. The leave is with full pay if the last two years have been spent with the employer.<\/li>\n
          5. If the length of service is less than that, you receive half the salary.<\/li>\n<\/ol>\n\n

            Seventh: The right to breastfeeding breaks (Article 115)<\/h3>\n

            Working women are entitled to breastfeeding breaks upon returning from maternity leave.<\/p>\n

              \n
            1. Additional daily periods totaling no less than one hour<\/li>\n
            2. These periods are counted as working hours.<\/li>\n<\/ol>\n\n

              Eighth: Protecting women from dismissal during pregnancy (Article 116)<\/h3>\n

              The system prohibits the dismissal of an employee during pregnancy or maternity leave, and guarantees her return to work with all her rights.<\/p>\n\n

              Summary<\/h3>\n

              Articles 109 to 116 guarantee all employee rights to annual leave, sick leave, and maternity leave, ensuring a healthy and stable work environment. Both employees and employers must be aware of these rights to ensure compliance with the regulations and avoid any future disputes.<\/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":"

              The Saudi Labor Law grants employees a wide range of leave entitlements to ensure their well-being, health, and family stability. Articles 109 through 116 regulate employee rights to annual leave, sick leave, and maternity leave for working women. The following is a simplified and clear explanation of the rights to which employees are entitled under the law.<\/p>","protected":false},"author":1,"featured_media":4342,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3],"tags":[],"class_list":["post-166","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\/166","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=166"}],"version-history":[{"count":0,"href":"https:\/\/mansoorlaw.com.sa\/en\/wp-json\/wp\/v2\/posts\/166\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/mansoorlaw.com.sa\/en\/wp-json\/wp\/v2\/media\/4342"}],"wp:attachment":[{"href":"https:\/\/mansoorlaw.com.sa\/en\/wp-json\/wp\/v2\/media?parent=166"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/mansoorlaw.com.sa\/en\/wp-json\/wp\/v2\/categories?post=166"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/mansoorlaw.com.sa\/en\/wp-json\/wp\/v2\/tags?post=166"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}