FAQs

A complaint can be lodged with the labor office by visiting (Musaned) platform for domestic workers via the following link:

https://musaned.com.sa/home

The types of the complaints include

• Delay of salaries
• Assigning a work other than the work agreed upon in the contract signed by both parties.
• Mistreatment
• Lack of housing for the employee (If the employment contract does not provide for it, or the establishment is not the labor hire companies, the housing shall not be included in the agreed upon allowances.)
• Violation of any provisions of the contract.

If the employee is not granted Eid Al-Fitr holiday, a fine of (SR. 5,000) shall be paid per each employee deprived of the holiday. Article (50) of the Schedule of Violations

A worker may not actually work for more than eight hours a day if the employer uses the daily work criterion, or more than forty-eight hours a week if the employer uses the weekly criterion. During the month of Ramadan, the actual working hours for Muslims shall be reduced to a maximum of six hours a day or thirty-six hours a week. Article (98)

A worker may not actually work for more than eight hours a day if the employer uses the daily work criterion, or more than forty-eight hours a week if the employer uses the weekly criterion. During the month of Ramadan, the actual working hours for Muslims shall be reduced to a maximum of six hours a day or thirty-six hours a week. Article (98)

Each overtime hour equals to a working hour of the actual salary plus 50% of the basic salary.

The overtime hours may not exceed 720 hours per year; however, they may be increased by the consent of the worker.

Working hours and rest periods during the day shall be scheduled. No worker shall work for more than five consecutive hours without a break of no less than thirty minutes each time during the total working hours for rest, prayer and meals, provided that a worker does not remain at the workplace for more than 12 hours a day. The periods designated for rest, prayers and meals shall not be counted at the actual working hours. During such periods, the worker shall not be under the employer’s authority. The employer shall not require the worker to remain at the workplace during such breaks.” The Minister may specify, pursuant to a decision by him, the cases and jobs where work shall continue without breaks, for technical reasons or operational conditions. In such cases and jobs, the employer shall allow prayer, meals and rest periods to be scheduled during working hours by the management of the firm.

• A worker may not actually work for more than eight hours a day if the employer uses the daily work criterion, or more than forty-eight hours a week if the employer uses the weekly criterion. During the month of Ramadan, the actual working hours for Muslims shall be reduced to a maximum of six hours a day or thirty-six hours a week.
• The number of the working hours may be raised to nine hours a day for certain categories of workers or in certain industries and jobs where the worker does not work continuously. It may likewise be reduced to seven hours a day for certain categories of workers or in certain hazardous or harmful industries or jobs. Categories of workers, industries and jobs referred to shall be determined pursuant to a decision by the Minister.
• The actual working hours for security guards and janitors shall be 12 hours per day, and reduced to 10 hours within Ramadan, so as the weekly working hours may neither exceed 48 hours in normal months, nor 36 hours in Ramadan for Muslim workers. In such case, any additional hours shall be calculated as overtime.
• The periods designated for rest, prayers and meals shall not be counted at the actual working hours. During such periods, the worker shall not be under the employer’s authority. The employer shall not require the worker to remain at the workplace during such breaks.

The transportation allowance may not be deducted from the employee’s salary when enjoying their annual leave. The salary of the leave shall be paid in advance.

In accordance with Article (113) of the Saudi Labor Law, a worker shall be entitled to a five-day leave with full pay in the event of the death of a spouse or an ascendant or descendant. Ascendants are fathers and grandfathers, while descendants are sons, daughters and grandchildren. In all cases, the employer shall have the right to request supporting documents.

In accordance with Article (160) of the Saudi Labor Law, the female workers are entitled to the following:

1- A Muslim female worker, whose husband dies, shall be entitled to full-paid ‘iddah leave’ for a period of not less than four months and 10 days starting from date of death. If the female worker is pregnant, such leave may be extended without pay until her delivery. She may not, following childbirth, use the remainder of the leave granted to her under this Law.

2-A non-Muslim female worker, whose husband dies, shall be entitled to a fifteen-day leave with full pay.

In all cases, a female worker, whose husband dies, may not work for others during the leave period.

The employer shall have the right to request supporting documents in the abovementioned cases.

If an employer approves a worker’s enrollment or continuance in an educational institution, the worker shall have the right to a full-paid leave to sit for an examination for an unrepeated year, the duration of which shall be based on the actual number of examination days. If the examination is for a repeat year, the worker shall have the right to a leave without pay based on the number of actual examination days. Without prejudice to the employer’s right to disciplinary action, the worker shall be denied the wage if it is established that the worker did not sit for the examination.