Resignation provisions in the labor system
The Saudi labor system is a set of laws that regulate the employment relationship between the worker and the employer, and contribute to creating a stable labor environment that guarantees the rights and duties of all parties, which helps avoid future conflicts and problems and protect workers’ rights. Several new amendments have been issued to the system, including the definition of resignation and some provisions related to it.
This article covers everything related to resignation in the Saudi Labor Law 2025, such as: resignation conditions, legitimate conditions for terminating an employee’s contract, resignation during the probationary period, how to calculate dues after resignation, and a form. Submit your legal consultations now in the office of lawyer Abdul Majeed Al-Rasheed and contact a specialized labor lawyer for more inquiries and requests legal services.
Resignation provisions in the labor system
What is resignation in the Saudi labor system?
According to Article 2 of the Saudi Labor Law, resignation is “the worker’s written disclosure of his desire without coercion to terminate a fixed-term employment contract without conditional suspension, and the employer’s acceptance of it”
So resignation is a request submitted by the worker without coercion in his desire to leave work. The resignation must be in contracts of a specific period, and the request must not be pending on a condition or restriction, in addition to the necessity for the employer to accept the resignation request.
“Submitting a resignation does not mean that it will take effect and be accepted automatically. If the worker leaves his job immediately after submitting the resignation without the employer’s approval, this resignation is considered illegal, which leads to the forfeiture of some of his labor rights except for what is excluded by the system. The employer also has the right to demand compensation from the worker for this illegal resignation.”
I submitted a resignation request and the employer did not accept or reject it. What should I do?
The old labor system did not include a specific article on resignation and its provisions. However, in the recent amendments to the labor system, some provisions were added that addressed this issue in detail in accordance with Article 79, as follows:
Duration for accepting resignation:
A resignation request is considered acceptable if 30 days have passed since the date of submitting the resignation and the employer has not responded to it, even if the employer rejects it after the period has passed.
The organizer grants the employer the right to postpone accepting the resignation “i.e., it is accepted, but he wants to postpone it” for a period not exceeding 60 days, provided that the decision is in writing with an explanation of the reasons. The calculation of the period begins from the date of writing the decision. The postponement decision must also be taken within the first 30 days of submitting the resignation. If this is not done, the resignation is considered accepted in accordance with the first paragraph.
Retracting a resignation in Saudi labor law:
The system grants the worker the right to retract his resignation within 7 days from the date of its submission, unless the employer accepts it within this period.
It is not correct to specify a deferred date for the resignation request.
Resignation provisions in the labor system
So what are the conditions for resigning from work?
Not specifying a deferred date for resignation:
That is, the contract expires once the employer accepts the resignation and the worker cannot specify a deferred date for it.
The contract remains in effect during the period of submitting the resignation, and both parties continue to fulfill all their stipulated obligations and duties.
The resignation request must be responded to within 30 days from the date of submitting the request. If the employer does not respond, the resignation is considered acceptable.
“Do not hesitate to seek your legal advice from the office of lawyer Abdul Majeed Al Rashid to know your full rights and duties before requesting resignation and before signing any contract”
Resignation in an indefinite contract:
According to the amendments to Article 75 of the Labor Law, the contract is of indefinite duration. Either party may terminate it based on a legitimate reason that must be stated by notice addressed to the other party in writing before termination for a period specified in the contract, provided that it is not less than 60 days if the worker’s wage is paid monthly and not less than thirty days for others.
If the contract is of indefinite duration and the fee is paid monthly, either party may terminate it based on a legitimate reason, as follows:
If the contract is terminated by the employee, he must give written notice to the employer 30 days before the date of termination.
If the termination is by the employer, he must give written notice to the worker 60 days before the date of termination.
If the contract is of indefinite duration and the wage is not paid on a monthly basis, the party who will terminate the contract due to a project, whether the worker or the employer, must give written notice to the other party at least 30 days before the date of termination.
Important note:
According to the amendments to Article 76 of the Saudi Labor Law, if the party who terminated the indefinite-term contract does not take into account the period specified for notification in accordance with Article 75 of this Law, he is obligated to pay the other party for the notification period an amount equal to the worker’s wage for the same period, unless the two parties agree on more than that.
Resignation during the trial period:
Both the worker and the employer may terminate the employment contract during this period unless the contract includes a text that gives the right to terminate to one of them. The probationary period must be stipulated in the employment contract and clearly defined, not exceeding 90 days. By written agreement between the worker and the employer, the probationary period may be extended, not exceeding 180 days.
What are the legitimate reasons for terminating an employment contract?
According to the amendments to Article Seventy-Four of the Labor Law, the employment contract may be terminated in the following cases:
Termination of the employee’s contract by mutual consent, with the written agreement of both parties.
A fixed-term contract expires when its term expires and is not renewed for a similar period or its two parties continue to implement it and it expires on its specified expiration date.
If one of the parties wants to terminate the employment contract in indefinite-term contracts, he must send a letter requesting termination 30 days in advance, providing a legitimate reason for termination (the previously specified period was 60 days, but it became 30 days according to the new amendments that occurred to the labor system).
He must have reached retirement age in accordance with the provisions of social insurance.
There must be a force majeure force that forces the employer to terminate the contract.
Close the facility permanently.
Termination of the activity in which the worker works unless otherwise agreed.
Any other case stipulated by another system in which the termination of a labor relationship is considered a termination for a legitimate reason, or it is a case of termination of a labor relationship.
Resignation.
Issuance of a final decision or ruling by the competent court to terminate the worker’s contract in any of the bankruptcy procedures opened in accordance with the bankruptcy system.
Does the employer have the right to refuse to resign?
In the case of fixed-term contracts:
Both the worker and the employer are bound by the duration of the contract, and therefore the employer has the right to refuse to resign, and the worker has the right to submit his resignation, but he is obligated to compensate the employer in accordance with applicable labor regulations.
In the case of indefinite-term contracts:
When resigning in an indefinite-term contract, the commitment to the notice period agreed upon between the two parties is sufficient to terminate the employment relationship, unless the contract stipulates other conditions. In this case, the employer has no right to refuse to resign, and the employee’s commitment to the notice period is considered sufficient to terminate the relationship.
What are the worker’s rights after resignation?
The worker is entitled to his late salaries and financial dues until the date of termination of the contractual relationship.
The worker is entitled to an end-of-service bonus if he meets its conditions.
In the event that leave is due and not used, the worker will be financially compensated for it.
When a worker requests a certificate from his employer, it must be given to him free of charge, and the employer may not include any information that harms the worker’s reputation or reduces his job opportunities.
When will dues be reduced after resignation?
When the worker terminates the contract, the employer must fully liquidate his rights within a period not exceeding two weeks, and the employer has the right to settle any debt owed to him due to work from the amounts owed to the worker.
However, if the termination is by the employer, he must pay his wages and liquidate his rights within a week from the date of the end of the labor relationship.
How do I calculate my dues after resigning?
According to Article Eighty-Five of the Labor Law, if the termination of the employment relationship is due to the worker’s resignation, he deserves the end of service in this case, which is detailed below:
The worker is entitled to one-third of the bonus after service of no less than two consecutive years and no more than five years.
A worker is entitled to two-thirds of the bonus if his period of service exceeds five consecutive years and does not reach ten years.
The worker is entitled to the full bonus if his period of service reaches ten years or more.
What is a resignation letter from work?
A resignation letter is an official document that an employee submits to his employer to inform him of his desire to end his labor relationship with the company or institution in which he works. The resignation letter is an official announcement explaining the employee’s intention to leave his job.
How do I write a resignation?
Answer to the question “How do I write a resignation?” There are several steps that will help you when writing a resignation form in a good professional manner:
Respect and adhere to the notice period, which is often 30 days from the date of the resignation request.
The title of the letter must be clear: Request for resignation.
Ensure that personal information and job details are written down, and how tasks can be handed over upon resignation.
Write briefly and concisely.
Write formally, away from negativity.
Polite and clear language and the reason for resignation can be stated.
Resignation provisions in the labor system
What does a resignation letter consist of?
The employee’s name and position in the company.
Date of resignation request.
The name of the company or organization for which he works.
Confirmation of the employee’s desire to resign.
Thanking and appreciating the employer for giving him the job opportunity.
Write the date of submitting the resignation and the employee’s signature.
“A labor lawyer from the office of lawyer Abdul Majeed Al Rashid helps you write a resignation form in a professional and professional manner. Request it now and save your effort and time!”
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