Saudi Arabia’s labor laws provide a range of holiday and leave entitlements for migrant workers and expatriates, including the large Filipino community. However, many migrant workers remain unaware of these rights or face challenges in accessing them due to language barriers, lack of information, or employer non-compliance.
This article reviews the key leave provisions under Saudi Labor Law, clarifies recent updates, and offers practical guidance for migrant workers to ensure their rights are protected.
Annual Leave
Under Saudi Labor Law, all employees including migrant workers are entitled to a minimum of 21 days of paid annual leave after completing one year of service with their employer. This entitlement increases to 30 days per year once an employee completes five consecutive years of service.
The law requires that annual leave be paid in advance and that unused leave must be compensated if the employee leaves the job, whether through resignation or termination.
Key Points:
- 21 days paid annual leave after one year of service.
- 30 days paid annual leave after five years of service.
- Leave dates are typically scheduled in consultation with the employer, who may adjust them for operational needs.
- Unused leave must be paid out upon termination of employment.
- Annual leave can only be postponed to the following year with the employee’s written consent, and not beyond that.
Sick Leave
Saudi law provides for a maximum of 120 days of sick leave per year, structured as follows:
- First 30 days: Fully paid.
- Next 60 days: Paid at 75% of the basic salary.
- Final 30 days: Unpaid.
To access sick leave, employees must provide a valid medical certificate from an approved health institution. This entitlement applies equally to expatriates and Saudi nationals, and employers are prohibited from terminating employees solely for being on sick leave within this period. Health insurance, mandated by the Cooperative Health Insurance Law, covers expatriates for medical consultations and treatments.
Public Holidays
Saudi Labor Law entitles workers to paid leave on official public holidays, provided these do not exceed 10 days per year. The main holidays include:
- Eid al-Fitr: Four days of paid leave starting from the 30th day of Ramadan.
- Eid al-Adha: Four days of paid leave starting from the 9th day of Dhu al-Hijjah.
- Saudi National Day: One day of paid leave on September 23.
If a public holiday coincides with an employee’s annual leave, the employee is entitled to an additional day off for each coinciding holiday.
Hajj Leave
Muslim employees who have not previously performed Hajj during their employment are entitled to 10–15 days of paid leave to perform the pilgrimage, including the days of Eid al-Adha.
This leave is available once every five years with the same employer and is contingent on the employee having completed at least two years of service. Employers may limit the number of employees taking Hajj leave at the same time based on business needs.
Marriage Leave
Marriage leave entitlements have recently been updated. Workers are now granted five days of paid leave upon getting married. This is a one-time benefit per employment tenure.
Bereavement (Death) Leave
In the event of the death of a spouse, parent, or child, employees are entitled to five days of paid leave. The 2025 update also grants three days of paid leave for the death of a sibling. Female workers are not permitted to work for other employers during this period.
Maternity and Paternity Leave
Maternity Leave: Female employees are entitled to 10 weeks (recently proposed to increase to 12 weeks) of paid maternity leave, with at least six weeks to be taken after childbirth.
Eligibility requires at least one year of service, and leave can be taken up to four weeks before the expected delivery date. During maternity leave, the employer cannot terminate the employee.
Paternity Leave: Male employees are entitled to three days of paid leave upon the birth of a child, to be used within seven days of the birth.
Special Notes for Domestic Workers
The above leave entitlements generally do not apply to domestic workers, drivers, and those on visas sponsored by individual Saudis for home employment. Domestic workers are entitled to one month of paid leave after two years of continuous service with the same employer and one day off per week.
Additional Rights and Protections for Migrant Workers
Working Hours and Overtime
The maximum working week is 48 hours (8 hours per day), with a mandatory rest period of at least 30 minutes after five consecutive hours of work.
Workers have the right to refuse overtime. If they agree, overtime pay is 150% of the normal hourly wage.
Employees are entitled to at least one day off per week, typically Friday.
End-of-Service Benefits
Upon termination, employees are entitled to compensation for any unused leave and end-of-service benefits as stipulated by law.
Kafala System and Ongoing Reforms
While Saudi Arabia has made progress in labor reforms, the sponsorship (kafala) system still ties migrant workers’ legal status to their employer, limiting their ability to change jobs or leave the country without employer consent. Recent agreements with the International Labour Organization (ILO) aim to improve protections, but human rights groups note that further reforms are needed to address exploitation and ensure independent monitoring.
Practical Tips for Migrant Workers
Keep Records: Maintain copies of your employment contract, leave applications, and any correspondence with your employer.
Medical Certificates: Always obtain and submit a medical certificate for sick leave.
Know Your Rights: Familiarize yourself with the Saudi Labor Law and your contract. Seek assistance from your embassy or labor attaché if you face difficulties.
Report Violations: If your employer denies your legal entitlements, you can file a complaint with the Saudi Ministry of Human Resources and Social Development or seek support from migrant worker organizations.
Conclusion
Saudi Labor Law provides significant leave entitlements to migrant workers, including annual, sick, public holiday, Hajj, marriage, bereavement, maternity, and paternity leave. However, effective access to these rights depends on awareness, documentation, and employer compliance. Ongoing labor reforms and international scrutiny are pushing for greater protections, but challenges remain—especially for domestic workers and those under the kafala system. Migrant workers are encouraged to stay informed and assert their rights to ensure fair treatment in the Kingdom.