Not legal advice
Content summarises labour law as published by each GCC ministry, current as of May 2026. Not a substitute for legal advice. Employment law is jurisdiction-specific and subject to change. For contracts, disputes, visa issues, or any decision with legal consequences, consult a qualified labour lawyer licensed in your jurisdiction.
Not legal advice
This guide summarizes Saudi Arabia employment law for informational use only. It is not a substitute for advice from a qualified labour lawyer. Employment law is complex and jurisdiction-specific. For contracts, disputes, visas, or decisions with legal consequences, consult a licensed labour lawyer in your jurisdiction.
Quick summary
21 calendar days per year for service under five years, rising to 30 days at year five. Hajj leave is a separate 10-to-15-day entitlement once during employment. Unused leave is paid out at the end of the employment relationship at the employee's last wage.
Statutory entitlement
Article 109 of the Saudi Labour Law sets annual leave at:
- 21 calendar days per year for employees with less than five consecutive years of service.
- 30 calendar days per year for employees with five or more consecutive years of service.
The clock starts on the date of hire. Annual leave is on full wage (basic plus regular allowances) and must be taken in the year it's earned unless the employer agrees in writing to carry it over.
Hajj leave
Article 114 grants Muslim employees a separate one-time leave of 10 to 15 days (including Eid al-Adha) for the performance of Hajj, provided they have completed two consecutive years of service. The leave is paid and is on top of the annual entitlement.
Sick leave
Article 117 entitles employees to sick leave each year:
- First 30 days: full wage
- Next 60 days: 75% of wage
- Final 30 days: unpaid
Sick leave requires a medical certificate from an approved practitioner. It runs separately from annual leave.
Public holidays
Saudi observes four main public-holiday periods: Eid al-Fitr, Eid al-Adha (including Arafat Day), Saudi National Day (23 September), and Founding Day (22 February). The Eid breaks are the longest , government-sector employees often get a full week, while the private sector typically gets four days. Specific dates are confirmed by the Supreme Judicial Council closer to each event for Hijri-calendar holidays.
Payout on termination
Article 111 requires payment for any unused annual leave at the end of the employment relationship, calculated at the employee's last wage. The employer cannot withhold unused leave in lieu of notice or other obligations.
Worked example
Sara joined a Saudi employer in June 2021 and resigned at the end of August 2026. She had 21 days' entitlement for years 1–5 (rising to 30 days from year 5, June 2026 onwards). Her last wage was SAR 25,000/month. Her 2026 entitlement was 30 days; she'd taken 18 days. Her payout for unused leave at termination: 12 days × (SAR 25,000 ÷ 30) = SAR 10,000.
Frequently asked questions
When does the 30-day entitlement kick in?
On the fifth anniversary of your start date with the same employer. The full 30-day entitlement applies from that date forward; the partial year leading up to it accrues at the 21-day rate.
Can my employer force me to take leave?
Yes, with reasonable notice and to manage operational needs. The employer cannot, however, force leave during sick leave, maternity leave, or one of the protected leave periods.
Do I get extra leave during Ramadan?
Ramadan working hours are reduced by two hours per day for Muslim employees (Article 98), but there's no extra annual-leave entitlement specifically tied to Ramadan.
What if I want to roll over leave to next year?
You can, but only by written agreement with the employer. Without that, the leave must be taken in the year it's earned or it accrues for payout on termination, but the employer can decline future-year requests on the grounds you should have taken last year's leave.
When to consult a labour lawyer
Talk to a lawyer if your employer is refusing to pay out accrued leave on termination, treating Hajj leave as part of your annual entitlement (it isn't), or calculating leave payout at basic wage rather than full wage.