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
Standard hours are 48 per week or 8 per day for most employees, dropping to 36/week or 6/day during Ramadan for Muslim employees. Overtime is paid at 150% of basic. Friday is the weekly rest day; many private-sector employers now run a Friday–Saturday weekend.
Standard hours
Article 98 caps standard working hours at 8 per day or 48 per week. During Ramadan, Muslim employees' working hours are reduced to 6 per day or 36 per week. The reduction is statutory; the employee's pay is unchanged. Some employers extend the reduction to non-Muslim staff as a matter of policy.
The weekly rest day
Friday is the statutory weekly rest day under Article 104. The rest day is paid. Saudi Arabia has been gradually moving private sector practice toward a Friday–Saturday weekend (mirroring the public sector), though the statutory floor remains one rest day per week.
Overtime
Article 107 defines overtime as work performed beyond the 8/48-hour standard or on Fridays/public holidays. The premium is:
- 150% of basic wage for overtime hours, including work on Friday and public holidays.
- Compensatory rest day for work on the weekly rest day, in addition to the 150% premium.
Total weekly working time, including overtime, cannot exceed 11 hours per day in most sectors. Cabinet-level exceptions apply to a few specific sectors (oil, security, healthcare).
Who is exempt
Article 101 exempts senior management, supervisors with delegated authority, employees performing intermittent work that requires presence rather than active labour, and a few specialised categories from the working-hours regime. The exemption depends on the substance of the role, not the job title.
Rest periods and meal breaks
Article 101 requires at least 30 minutes of rest for every five hours of continuous work. The rest period is unpaid unless the contract or company policy provides otherwise.
Worked example
Faisal earns SAR 18,000/month basic on a standard 48-hour week. His basic hourly rate is roughly SAR 18,000 ÷ (48 × 4.33) ≈ SAR 87/hour. He works 6 hours on Friday (his rest day) and an extra 2 hours on Wednesday evening. Friday overtime: 6 × SAR 87 × 1.5 = SAR 783, plus a compensatory day off. Wednesday overtime: 2 × SAR 87 × 1.5 = SAR 261. Total weekly premium: SAR 1,044 on top of standard salary.
Frequently asked questions
Is my weekend Friday or Friday-Saturday?
The statutory weekly rest day is Friday. Practice has shifted: the public sector and many private-sector firms operate on a Friday–Saturday weekend. Smaller firms and some retail/hospitality businesses still operate six-day Sunday-to-Friday weeks with Friday as the rest day.
Do Ramadan reduced hours apply to me if I'm not Muslim?
Statutorily, no, Article 98 specifies the reduction for Muslim employees. In practice, many employers extend the reduction to all staff for operational and cultural reasons.
Can I be required to work on a public holiday?
Yes, with the 150% premium and a compensatory rest day in lieu. Continuous-operation industries (oil, hospitality, healthcare, security) routinely staff public holidays under these rules.
What if I'm in a 'manager' role, do I still get overtime?
Probably not, if your role meets the Article 101 exemption criteria. The test is the substance of the role, supervisors with genuine executive authority are exempt; employees with a 'Manager' title but no real authority over others are typically still inside the overtime regime.
When to consult a labour lawyer
Consult a labour lawyer if your employer claims you're exempt from overtime based on a job title that doesn't match your actual authority, refuses overtime for Friday or public-holiday work, or expects you to work hours that breach the 11-hour daily cap on a sustained basis.