Saudi Arabia’s labor law is clear: weekends must not be counted as part of an employee’s annual leave. However, in practice, violations of this rule are not uncommon, and many employees—especially expatriates—remain unaware of their rights, making them vulnerable to exploitation by some employers.
According to Article 109 of the Saudi Labor Law, employees are entitled to 21 days of paid annual leave for up to five years of service and 30 days for longer tenures.
The law explicitly states that only working days should be counted as annual leave; weekends (typically Friday and Saturday in Saudi Arabia) are official paid days off and cannot be deducted from annual leave entitlements.
Employers are required to notify employees of their leave dates at least 30 days in advance, and employees must take their leave within the year it is due.
Key points:
- Weekends are not to be counted as part of annual leave.
- Violations can result in fines for employers.
- Employees must be notified of leave schedules in advance
Common Violations and Employer Practices
Despite the clarity of the law, some employers in Saudi Arabia routinely count weekends as part of annual leave. This practice is more prevalent in smaller companies or among employers less familiar with the latest labor law amendments.
In some cases, HR departments may intentionally or inadvertently include weekends in leave calculations to minimize operational disruptions or reduce costs.
Why does this happen
- Many employees, especially new expatriates, are unaware of their legal entitlements and do not question deductions that include weekends.
- Workers may fear retaliation or job loss if they challenge their employer’s leave calculations.
- Some employers find it easier to calculate leave in continuous calendar days rather than working days, despite this being against the law.
Employee vulnerability and exploitation
Expatriate workers, including large numbers of Filipinos, Indians, and Bangladeshis, are particularly at risk.
Language barriers, limited access to legal resources, and a lack of familiarity with Saudi labor regulations make it easy for some employers to take advantage of their employees’ ignorance of the law.
Examples of exploitation:
- Employees returning from annual leave to discover more days deducted than they actually took off.
- Employers refusing to adjust leave balances even when employees raise the issue.
- HR policies that incorrectly define annual leave as calendar days rather than working days.
Enforcement and Penalties
Saudi authorities have tightened enforcement in recent years. Employers found counting weekends as part of annual leave face significant penalties:
- Fines: Up to SAR100,000 for each violation.
- Escalating measures: Repeat offenders may face increased fines, business closure, or even license cancellation for severe or repeated violations.
- Employee grievances: New amendments give employees expanded rights to challenge disciplinary actions and penalties, including those related to leave entitlements
Recent Reforms and Employee Protections
The 2025 labor law amendments have reinforced protections for workers, expanded leave entitlements, and clarified compliance requirements for employers.
These reforms are part of Saudi Arabia’s Vision 2030, which aims to modernize the labor market and improve working conditions for all employees, including expatriates.
Employers are now required to:
- Clearly define leave policies in employment contracts.
- Provide written notification of leave schedules.
- Ensure compliance with all leave-related regulations, including the exclusion of weekends from annual leave calculations.
What Should Employees Do?
- Know your rights: Familiarize yourself with Saudi labor law regarding annual leave.
- Check your leave balances: Review pay slips and HR records to ensure weekends are not deducted from your annual leave.
- Raise concerns: If you suspect a violation, raise the issue with your HR department. If unresolved, you can file a grievance with the Ministry of Human Resources and Social Development.
- Seek legal support: Expatriate support groups and embassies can provide guidance and assistance in case of disputes.
Summary Table: Annual Leave and Weekend Policy
| Policy/Practice | Legal Requirement | Common Violations | Penalties for Employers |
|---|---|---|---|
| Counting weekends as annual leave | Not allowed; only working days count | Weekends deducted from leave | Fines up to SAR 100,000 |
| Employee notification of leave | 30 days advance notice required | No advance notice given | Administrative penalties |
| Employee grievance rights | Employees can file complaints | Retaliation or dismissal threats | Additional sanctions possible |
Conclusion
While Saudi labor law strictly prohibits counting weekends as part of annual leave and imposes substantial penalties for violations, the practice persists in some workplaces due to employee unawareness and employer non-compliance.
Recent legal reforms have strengthened worker protections, but employees—especially expats and migrant workers —must remain vigilant, informed, and proactive in asserting their rights to ensure fair treatment in the workplace