Labor Lawyer — For Employees and Employers, from the Labor Office to the Labor Court

Most labor claims in Saudi Arabia begin with an amicable settlement request filed with the Ministry of Human Resources and Social Development, widely known as a “Labor Office complaint”. At this stage both parties are invited to reach an agreement before any lawsuit, and whatever is agreed is documented and becomes binding.

Many rights are secured or lost at this stage: how the claim is described, which documents are attached, and what is accepted or refused in the settlement session. A labor lawyer prepares the request with specific, calculated claims, attends the session with you or on your behalf, and tells you before you sign whether the offer covers your statutory rights.

Prepare before filing:

If amicable settlement does not end in an agreement, the claim is referred to the competent Labor Court. Most stages run electronically through the Najiz platform, and hearings are held in person or remotely as the court decides.

A labor lawyer drafts the statement of claim or the defence memo, organises the evidence, answers the other side’s arguments and attends the hearings. If the judgment does not meet your requests, we assess an appeal with you within the statutory period.

Watch the timing: the Labor Law sets a period after the end of employment beyond which a labor claim is no longer heard, so have your file reviewed early and do not delay the claim.

Ending an employment contract without a valid reason entitles the affected party to compensation under Article 77 of the Labor Law, unless the contract sets a specific amount. The calculation differs between fixed-term and indefinite contracts, and it is added to any wages and end-of-service benefits due.

On the other hand, the law allows the employer to terminate without benefits or compensation only in the cases listed in Article 80. A claim therefore depends on the written reason for termination, the steps that preceded it and the available evidence. We review the dismissal letter and tell you whether the termination was lawful and what can realistically be claimed.

End-of-service benefits are calculated under Article 84 of the Labor Law: half a month’s wage for each of the first five years and a full month’s wage for each year after that, based on the last wage. An employee who resigns is entitled to part of the benefit depending on the length of service under Article 85.

You can first estimate your entitlement with the end-of-service calculator on our site, then send the result with your contract for review. Disputes are rarely about the formula; they are about which wage and allowances it is based on, the actual length of service and the reason the relationship ended. We also claim unpaid wages, allowances and leave balances in the same claim.

If your company is party to a labor complaint, its response at the amicable settlement stage shapes much of what follows. We represent employers in settlement requests and Labor Court lawsuits, prepare responses and supporting documents, and propose a considered settlement when it costs less than continuing the dispute.

Prevention matters more: we review employment contracts, internal work regulations, warning and disciplinary procedures and terminations so they comply with the Labor Law and its regulations, and the company has a documented basis if a dispute reaches court.