Saudi Arabia Leave Laws and Holidays

Employees are entitled to 21 days of paid annual leave, which increases to 30 days after the employee has completed five years of service with the employer.

The timing of annual leave is to be determined by the employer according to work requirements, and any leave must be planned and approved in advance.

Annual leave requires prior approval from the employer, and the employer has the right to schedule the leave according to business needs.

Additional annual leave beyond the statutory quota is not mandated by law and depends entirely on the employer's policies or employee contract agreements.

Annual leave accrues monthly following the completion of the probationary period at the rate appropriate to the length of service.

Carrying over of leave to the next year is allowed but usually must be used within the first three months of the next year unless otherwise agreed with the employer.

Upon termination, employees are entitled to a payout for any accrued but unused annual leave.

There is no statutory requirement for end-of-year payout for unused annual leave unless the employment is terminated.

Annual leave is generally expected to be utilized within the calendar year it is accrued unless arrangements are made for carryover.

Employees are entitled to 3 days of bereavement leave upon the death of an immediate family member.

Employees should inform their employer as soon as possible in the event of the death of an immediate family member.

Employer's approval is not typically required for bereavement leave, but notification and proof of event are necessary.

The law stipulates a fixed duration of 3 days for bereavement leave with no provision for additional leave.

Bereavement leave does not accrue and is granted as needed based on specific circumstances.

Bereavement leave is intended for immediate use surrounding the event and cannot be carried over.

Unused bereavement leave is not subject to payout upon termination, as it is granted only upon the occurrence of a specific event.

There is no end-of-year payout for bereavement leave as it does not accrue annually.

Immediate family typically includes spouse, children, parents, and siblings, although specific definitions may vary and should be confirmed with the employer.

Employees are entitled to sick leave of up to 30 days per year; the first 15 days are fully paid, the next 10 days are at half pay, and the remaining days are unpaid.

Employees must inform their employer immediately of their sickness and provide a medical certificate as soon as possible.

Sick leave is subject to submission of a medical certificate and may require further validation by a medical practitioner if deemed necessary by the employer.

Additional sick leave beyond the statutory quota is not typical and would depend on specific medical advice and employer policies.

Sick leave does not accrue but is granted based on actual health conditions as substantiated by a medical certificate.

Sick leave cannot be carried over to the next year as it is granted based on immediate health needs.

There is no payout for unused sick leave upon termination of employment.

Unused sick leave does not get paid out at the end of the year as it is intended for use in cases of actual illness only.

Employers may require additional verification of illness from a medical professional to grant sick leave, especially for extended periods of absence.

Employees are entitled to 5 days of marriage leave, which can be taken around the time of marriage.

Employees must inform their employer of their intended marriage date and plan their leave in advance.

Marriage leave requires approval from the employer, and the specific days taken off should be agreed upon.

Additional marriage leave beyond the five days is not standard and typically depends on the employer’s leave policies.

Marriage leave does not accrue; it is a one-time entitlement used around the time of the employee’s marriage.

There is no carry over for marriage leave as it is intended to be used specifically for marriage purposes.

There is no payout for unused marriage leave upon termination as it is meant to be utilized at the time of marriage.

Marriage leave does not have an end of year payout as it is a one-time entitlement.

Marriage leave is granted for an employee’s marriage and can only be used once.

Male employees are entitled to 3 days of paternity leave, which can be taken at the time of their child’s birth.

Employers should be notified of the expected birth date in advance, but the exact timing of notice can vary. Immediate notice is required once the child is born.

Paternity leave generally requires prior approval from the employer, especially to determine the specific days to be taken off.

Additional paternity leave beyond the statutory three days is not typically available.

Paternity leave does not accrue; it is granted per instance of childbirth.

There is no carry over for paternity leave as it must be taken at the time of childbirth.

There is no payout for unused paternity leave upon termination as it is intended for use specifically at the time of childbirth.

Paternity leave does not have an end of year payout as it must be used at the time of childbirth.

Paternity leave is specifically for use during the period immediately following the birth of a child and must be taken within this time frame.

Female employees are entitled to 10 weeks of maternity leave, which can start up to 4 weeks before the expected date of delivery. The leave is fully paid if the employee has completed one year of service.

Maternity leave should be applied for with a notice period sufficient to cover up to 4 weeks before the expected delivery date, supported by a medical certificate.

Maternity leave requires prior notification and is subject to approval upon submission of medical proof of pregnancy and expected date of delivery.

Additional maternity leave may be granted in the case of birth complications or multiple births, subject to medical proof and approval from the employer.

Maternity leave is a statutory right and does not accrue over time like annual leave; it is based purely on pregnancy conditions.

Maternity leave cannot be carried over as it is specifically for childbirth and postpartum recovery.

There is no payout for unused maternity leave upon employment termination, as it is intended for use specifically around the time of childbirth.

Maternity leave is not subject to end-of-year payout as it must be utilized in relation to the childbirth period.

After returning to work, a nursing mother is entitled to two paid breaks each day, of not less than half an hour each, for nursing her child for the first 24 months after birth.

Muslim employees are entitled to a special leave of up to 10 days for Hajj pilgrimage, available once every five years if they have not performed Hajj before.

Employees must provide advance notice to their employer, typically several months ahead, due to the extensive preparations involved in the pilgrimage.

Hajj leave requires approval from the employer, and the timing may need to align with business operations.

The entitlement is strictly once every five years, and no additional Hajj leave is typically granted within this period.

Hajj leave entitlement accrues every five years and is intended for employees who have not yet performed Hajj.

Carry over of Hajj leave is not applicable as it is a one-time entitlement every five years.

Hajj leave does not have a payout on termination as it is a specific entitlement meant to be used for a once-in-a-lifetime event.

There is no end of year payout for Hajj leave as it is not accrued annually but is based on a five-year cycle.

Hajj leave is intended for employees who have not yet performed the pilgrimage and is available to them once during their employment every five years.

Employees are entitled to take leave for the purpose of attending examinations as part of their accredited educational courses. The duration is as necessary to attend the exam.

Employees must provide notice as soon as they are aware of the exam schedule, typically providing a copy of the exam schedule to the employer.

Approval for exam leave is contingent upon submission of appropriate documentation, such as an exam schedule or proof of enrollment in the course.

Additional leave may be granted based on the exam schedule and the requirements of the educational institution.

Exam leave does not accrue but is granted based on the needs arising from the employee’s educational commitments.

Exam leave is specific to the dates of the exams and cannot be carried over.

There is no payout for unused exam leave upon termination, as this leave is granted specifically for the purpose of attending exams.

There is no end-of-year payout for exam leave as it is granted as needed for specific events (exams).

Employees must provide evidence of their enrollment and the exam schedule to qualify for exam leave.