As more UK companies expand operations into the Middle East, Saudi Arabia has emerged as a top destination for business and skilled professionals alike. With the launch of Vision 2030, the Kingdom continues to open its doors to foreign expertise, offering vast opportunities across sectors such as construction, healthcare, engineering, and finance.

However, for UK workers relocating to Saudi Arabia, understanding the Kingdom’s labour laws is not just advisable, it’s essential. Saudi employment regulations differ significantly from those in the UK and must be respected to ensure a smooth transition, legal compliance, and a positive working experience.

1. Employment Contracts Must Be in Writing

All employment relationships in Saudi Arabia must be governed by a written contract, typically in Arabic or bilingual format (Arabic-English). This contract should clearly outline:

• Job title and responsibilities
• Salary and benefits
• Duration of employment (fixed-term or indefinite)
• Probation period (up to 90 days)
• Working hours, leave entitlements, and termination clauses

Tip: Ensure your contract aligns with Saudi Labour Law and is not in conflict with local regulations, even if negotiated abroad.

2. Working Hours and Overtime

The standard workweek in Saudi Arabia is 48 hours (8 hours per day, 6 days a week). During the month of Ramadan, working hours for Muslim employees are reduced to 6 per day.

• Overtime is compensated at 150% of the hourly wage.
  
• Employers must ensure that employees do not work more than 11 hours per day including overtime.
  
  

Note: The official weekend is Friday and Saturday — a key difference for UK workers used to Saturday-Sunday weekends

3. Leave Entitlements

Saudi law provides specific minimum leave entitlements, including:

• Annual Leave: 21 days (rising to 30 days after five years of continuous service)
  
• Sick Leave: Up to 120 days per year (with a combination of full, half, and unpaid leave)
  
• Public Holidays: Saudi national holidays plus Eid Al-Fitr and Eid Al-Adha
  
• Maternity Leave: 10 weeks paid (4 weeks before and 6 after delivery)
  
• Paternity Leave: 3 days
  
  

4. End of Service Benefits (EOSB)

UK employees who complete their service in Saudi Arabia are entitled to End of Service Benefits, which act as a gratuity payment. It’s calculated as:

• Half a month’s wage for each of the first five years
• A full month’s wage for each subsequent year
  

The EOSB is payable upon contract completion, termination, or resignation (with some conditions).

5. Iqama and Work Permits

All expatriate workers, including UK nationals, must have a valid work visa and an Iqama (residence permit). These are typically arranged by the Saudi employer or a relocation partner. It is illegal to work without these documents.

• The employer acts as the sponsor and is responsible for your legal status.
  
• Any job change, travel outside the Kingdom, or resignation requires employer approval and may involve a final exit visa process.
  
  

6. Termination and Resignation Rules

Saudi Labour Law sets out clear provisions for ending an employment contract:

• Notice period: 30 days (60 days for monthly-paid employees)
  
• Termination without notice: Allowed in cases of gross misconduct (as defined by law)
  
• Resignation: Permissible, but benefits may vary based on contract type and length of service
  

Both parties must adhere to formal notice periods unless agreed otherwise or justified under specific legal grounds.

7. Saudization and Priority of Nationals

Under the Nitaqat program, employers are required to prioritise the employment of Saudi nationals. However, there is still strong demand for foreign talent in many specialised roles.

UK workers are advised to ensure their job falls within permitted categories for expat employment and to stay informed of any changes to the Saudization quotas.

Relocating to Saudi Arabia offers rewarding opportunities for UK professionals but success starts with legal awareness. Saudi labour laws are employee-protective in many areas, but culturally and structurally different from UK standards. A well-drafted contract, proper visa sponsorship, and awareness of your entitlements will help avoid misunderstandings and ensure a smoother transition.