Leave Policy in Saudi Arabia

Saudi Arabia's Labour Law (Royal Decree M/51) sets mandatory minimums for annual leave, sick leave, maternity leave, and several other categories. Employers must track Hijri-calendar public holidays and apply 2025 amendments to Articles 113, 117, and 151 correctly.

• Annual leave: 21 days for employees with fewer than 5 years of service; 30 days at 5 years or more.
• Maternity leave: 12 weeks at full pay under Article 151 (2025 amendment), with up to one month unpaid extension available.
• Sick leave: 120 days total per Article 117: 30 days full pay, 60 days at 75% pay, 30 days unpaid.
• Marriage leave: 5 days paid under Article 113 (2025 amendment).
• Bereavement leave: 5 days for the death of a spouse, parent, or child; 3 days for a sibling, per Article 113 (2025 amendment).

Gloroots tracks Saudi Labour Law amendments and automates leave calculations so your payroll and HR records stay accurate without manual monitoring of each regulatory update.

Leave Policy at a Glance

Overview and Legal Basis for Leave in Saudi Arabia

Saudi Arabia's leave entitlements for private-sector workers are governed by the Saudi Labour Law, issued under Royal Decree M/51, and its implementing regulations. Public-sector employees fall under the Civil Service Law, which sets separate and often more generous entitlements.

Key articles in the Labour Law define each leave type: Article 109 (annual leave), Article 113 (special leaves including paternity and bereavement), Article 114 (Hajj leave), Article 115 (study leave), Article 116 (unpaid leave), Article 117 (sick leave), Article 118 (prohibition on working during leave), and Article 151 (maternity leave). The 2025 amendments updated several of these entitlements.

The Labour Law covers the following leave categories for private-sector employees:

• Annual leave
• Sick leave
• Maternity leave
• Paternity leave
• Bereavement leave
• Marriage leave
• Hajj leave
• Study and exam leave
• Iddah leave
• Unpaid leave

Employers managing Saudi-based staff through entity-free employment should understand how does EOR work to maintain compliance across each of these categories.

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Annual Leave (Earned / Privilege Leave)

Article 109 of the Saudi Labour Law sets annual leave entitlements based on length of service. Employees with fewer than five years of service receive 21 days of paid annual leave per year. Employees with five or more years of service receive 30 days.

Leave pay is calculated on the full wage, including base salary and regular allowances, as defined under Articles 109 and 111. Annual leave days are counted as calendar days. Fridays (the weekly rest day) and public holidays that fall within a leave period are generally included in the calendar-day count rather than added separately.

Scheduling and deferral rules under Articles 109 and 110 work as follows:

• Employers must notify employees of scheduled leave dates at least 30 days before the leave begins.
• Employers may defer leave for operational reasons for up to 90 days.
• Deferral beyond 90 days requires written employee consent.
• Leave cannot be deferred past the end of the following year.

When employment ends, Article 111 requires the employer to pay cash compensation for all accrued unused leave, calculated on a pro-rata basis for any partial year of service.

Employees submit leave requests and the employer schedules the dates, providing the required 30-day advance notice. Public-sector employees covered by the Civil Service Law may receive longer annual leave entitlements than those set out above. For a regional comparison, see the leave policy in UAE.

Public Holidays

Saudi Arabia observes a mix of fixed Gregorian and lunar Islamic public holidays each year. The Islamic holidays shift annually based on the Hijri calendar and official Saudi moon-sighting announcements, so exact dates vary.

Three holidays warrant specific attention. Foundation Day falls on 22 February each year, marking the establishment of the first Saudi state in 1727. Arafat Day (9 Dhul Hijjah) is listed as a distinct public holiday separate from Eid al-Adha, observed during the Hajj season. National Sports Day falls on the third Tuesday of February each year.

Public-sector Eid breaks are typically longer than the private-sector statutory minimum. Employers should publish internal calendars with placeholders for Islamic holidays and update them once official announcements are made.

Employees required to work on a public holiday are entitled to their basic hourly rate plus 50% of basic pay per overtime hour, per Article 107 of the Labor Law.

This table is subject to annual review. Islamic holiday dates shift each year per the Hijri lunar calendar and official Saudi announcements.

Sick Leave

Article 117 of the Saudi Labor Law grants employees up to 120 days of sick leave per year. Those 120 days may be taken consecutively or intermittently across the leave year.

Pay during sick leave is tiered by duration. The first 30 days are paid at full salary. Days 31 to 90 are paid at 75% of salary. The final 30 days are unpaid. Employers are responsible for paying sick leave wages directly; there is no state fund that covers this obligation.

Employees must provide a medical certificate for each period of sick leave claimed. Under Article 118, an employee may not work for another employer during sick leave. If this prohibition is violated, the employer may withhold or recover sick leave pay already disbursed.

Work-injury leave is a separate entitlement under the Labor Law and is not counted against the 120-day sick leave allowance. For a full comparison of how sick leave structures differ across the MENA region, see the leave policy in Egypt.

Casual Leave

Saudi Labour Law does not define a separate statutory casual leave category. Short-notice absences for personal reasons fall under the employee's annual leave entitlement or unpaid leave arranged by mutual agreement under Article 116.

Employers may establish a casual leave policy through employment contracts or internal company policy, provided it meets or exceeds the statutory floor. Defining the terms clearly in an HR policy document reduces ambiguity and limits disputes over approval, pay, and record-keeping.

Maternity Leave

Under the 2025 amendment to Article 151 of the Saudi Labour Law, all female employees are entitled to 12 weeks of maternity leave at full pay, regardless of tenure. The previous pay tiers based on length of service no longer apply.

At least 6 weeks must be taken after the birth. The remaining weeks may be taken before or after delivery at the employee's discretion. Maternity leave pay is funded by the employer, not GOSI.

Additional entitlements apply in specific circumstances:

• Up to 1 month of unpaid leave may follow the standard 12-week period, subject to employer agreement.
• If the newborn is sick or has a disability, the employee receives an additional 1 month of paid leave on top of the standard entitlement.
• Employees returning from maternity leave are entitled to nursing breaks totaling up to 1 hour per day under Article 154, counted as working time with no reduction in pay.
• Miscarriage and stillbirth are not covered by separate statutory maternity-leave entitlements under Saudi Labour Law; absences for these events may instead be treated as sick leave under applicable sick-leave rules.

Because the 2025 amendment grants full pay to all employees, the prior restriction on taking paid annual leave concurrently with maternity leave no longer applies.

Managing maternity leave obligations across multiple jurisdictions requires accurate, up-to-date statutory data and consistent payroll execution. Gloroots EOR services support employers in tracking entitlements, processing compliant payments, and maintaining employment records under local law.

Paternity Leave

Saudi Arabia grants fathers 3 days of paid paternity leave under Article 113 of the Labour Law, as amended in 2025. The leave must be taken within 7 days of the child's birth date.

The employer pays the full salary during this period. Missing the 7-day window forfeits the entitlement, so fathers should notify HR promptly after the birth.

Public-sector employees may have different entitlements under the Civil Service Law. Some private employers offer additional discretionary paternity leave above the statutory 3-day minimum, though this is not required by law.

Adoption and Surrogacy Leave

Saudi Labour Law does not provide statutory adoption leave. Adoption as understood in most legal systems is not recognised under Saudi law.

The operative framework for child guardianship in Saudi Arabia is kafala, an Islamic guardianship arrangement. Kafala grants a guardian legal responsibility for a child but does not create the parent-child legal relationship that adoption does in other jurisdictions.

Employers may grant discretionary leave to support employees managing kafala-related administrative processes. Establishing a written policy for this leave ensures consistent treatment across the workforce.

Surrogacy is not legally recognised in Saudi Arabia. No statutory surrogacy leave exists under the Labour Law.

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Bereavement Leave

Saudi Arabia's Labour Law (Article 113, 2025 amendment) grants employees paid bereavement leave counted from the date of the event.

• 5 days paid leave for the death of a spouse, parent, or child
• 3 days paid leave for the death of a brother or sister
• 4 months and 10 days paid leave (iddah) for Muslim female employees upon the death of a spouse
• 15 days paid leave for non-Muslim female employees upon the death of a spouse

Leave beyond these statutory entitlements may be taken as annual leave or unpaid leave by agreement between the employer and employee.

Other Leave Types

Saudi Arabia's Labour Law covers several additional leave categories beyond annual, sick, and family leave.

Marriage leave: Employees are entitled to 5 days of paid leave for their own wedding, counted from the date of the event (Article 113, 2025 amendment). The previous statutory figure of 3 days no longer applies.

Study and examination leave: Under Article 115, employees may take paid leave for actual exam days in a non-repeated academic year. Leave for a repeated year is unpaid. Employer consent is required before enrollment, and employees must give 15 days advance notice.

Unpaid leave: Article 116 permits unpaid leave by mutual agreement. If unpaid leave exceeds 20 days, the employment contract is deemed suspended unless the parties agree otherwise.

Work-injury leave: Employees injured at work receive 60 days at full pay, followed by 75% pay for the treatment period, up to one year if temporarily incapacitated. This leave runs separately from the standard 120-day sick-leave entitlement under Article 117.

Working during leave: Article 118 prohibits employees from working for another employer during any statutory leave period. Employers may withhold or recover leave pay if this rule is violated.

Carry-Forward and Leave Encashment Rules

Under Article 110 of the Saudi Labour Law, employers may postpone annual leave for up to 90 days for operational reasons. Deferral beyond 90 days requires written employee consent, and leave cannot be pushed past the end of the following year.

On termination, Article 111 entitles employees to cash compensation for all accrued unused annual leave, including a pro-rata amount for any partial year worked. The payment basis is the full wage, covering base salary and regular allowances.

Encashment while still employed, sometimes called selling back leave, is not explicitly provided for under the Labour Law. Employers may offer it at their discretion, but there is no statutory right to it. Only annual leave accrual qualifies for cash compensation. Sick leave, maternity leave, and other statutory leave types cannot be encashed under any circumstances.

For teams managing leave across multiple jurisdictions, reviewing the leave policy in India provides a useful reference point for how carry-forward and encashment rules differ across major hiring markets.

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Best Practices for Managing Leave Compliantly in Saudi Arabia

Compliance in Saudi Arabia depends on which legal framework applies to your workforce. Private-sector employers fall under the Labour Law; public-sector entities follow the Civil Service Law. Monitor Ministry of Human Resources and Social Development (MHRSD) announcements for amendments, including the 2025 updates to Articles 113, 117, and 151.

• Provide written policies in Arabic. Official employment documents must be in Arabic. Your leave policy should reflect current statutory entitlements and any recent legislative changes.
• Document every leave transaction. Retain records of leave requests, approvals, medical certificates, and scheduling notices for the full statutory limitation period.
• Go above the statutory floor where it matters. Enhanced paternity leave, discretionary kafala leave, and additional unpaid leave options can support talent retention in a competitive Saudi labour market.
• Use technology to track entitlements. Employer of record software can automate leave tracking, flag accrual thresholds, and maintain audit-ready records across your Saudi headcount.

Managing Leave Policy in Saudi Arabia with Gloroots

Saudi Arabia's Labour Law has seen significant amendments in recent years, including updates to Articles 113, 117, and 151. For international employers, keeping entitlements accurate and payroll aligned with current statutory rates is an ongoing compliance obligation.

Gloroots tracks regulatory updates from the Ministry of Human Resources and Social Development (MHRSD) and applies changes to client configurations as they take effect. This means leave balances, sick pay calculations, and maternity entitlements reflect current law rather than outdated defaults.

The platform manages public holiday calendars, including Hijri-based dates that shift each year. It integrates leave tracking with payroll so that sick leave and maternity leave pay are calculated and disbursed correctly. Compliance reporting is available for audit and workforce visibility purposes.

To evaluate cost and coverage, see Gloroots pricing.

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Frequently Asked Questions About Leave Policy in Saudi Arabia

How many annual leave days are employees entitled to in Saudi Arabia?

Employees with fewer than five years of service receive 21 days of paid annual leave per year under Article 109 of the Labour Law.

Employees with five or more years of service receive 30 days. Unused leave can carry over to the next period with employer consent, and employees may request up to 10 additional unpaid days annually.

How does sick leave pay work in Saudi Arabia?

Article 117 grants employees up to 120 days of sick leave per year, whether taken consecutively or intermittently. A medical certificate is required for each absence.

Pay is structured in three tiers: full pay for the first 30 days, one-third pay for the next 60 days, and no pay for the final 30 days. The employer is responsible for all sick leave wages.

What are the maternity leave entitlements for female employees?

Female employees receive 10 weeks of paid maternity leave. The leave begins four weeks before the expected delivery date, and the first six weeks after birth are treated as non-working days.

Pay depends on tenure. Employees with at least three years of service receive full salary. Those with at least one year but fewer than three years receive 50% of their regular salary.

How much paternity leave are fathers entitled to?

Article 113 of the Labour Law grants fathers three days of paid paternity leave following the birth of a child.

This entitlement applies regardless of the employee's length of service. The three days are paid at the employee's regular rate and must be taken around the time of the birth.

Can employees take Hajj leave, and who qualifies?

Article 114 allows employees with at least two consecutive years of service to take between 10 and 15 days off to perform Hajj, inclusive of the Eid Al-Adha holiday.

This leave is a one-time entitlement. Employees who have previously completed Hajj are not eligible to take it again under the same employer.

Does Saudi Arabia have any parental or bereavement leave provisions?

Saudi Labour Law does not include a general parental leave provision beyond maternity and paternity entitlements. Bereavement leave of two days is granted upon the death of an immediate family member.

Employees are also entitled to three days of leave for their own wedding. Neither bereavement nor marriage leave counts against annual leave balances.

Are annual leave days in Saudi Arabia counted as calendar days or working days?

Under Article 109 of the Labour Law, annual leave days are counted as calendar days. Fridays and public holidays that fall within a leave period are included in the total count, not excluded from it.

Can unused annual leave be encashed during employment in Saudi Arabia?

Article 111 of the Labour Law entitles employees to cash compensation for accrued unused leave upon termination of employment.

The Labour Law does not explicitly provide for leave encashment during active employment. Whether an employer offers this is a matter of internal policy and employer discretion.

What happens to accrued leave when an employee is terminated in Saudi Arabia?

Article 111 of the Saudi Labor Law entitles employees to cash compensation for all accrued unused annual leave upon termination. Employees with a partial year of service receive a pro-rata payment. Leave pay is calculated on the full wage, including base salary and regular allowances.

Is maternity leave pay in Saudi Arabia funded by the employer or by GOSI?

Under Article 151, maternity leave pay is currently funded by the employer. A 2025 amendment extended entitlement to 12 weeks of full pay for all female employees, regardless of tenure. The 2025 amendment shifted the funding obligation to GOSI, which now provides maternity compensation on behalf of the employer, subject to GOSI eligibility conditions.

How many public holidays are employees entitled to in Saudi Arabia?

Saudi Arabia observes three fixed public holidays: Foundation Day (22 February), National Sports Day (third Tuesday of February), and National Day (18 September).

Variable Islamic holidays add further days: Eid al-Fitr (3 days), Arafat Day (1 day), and Eid al-Adha (3 days). Dates shift each year under the Hijri calendar. In total, employees receive approximately 13 public holiday days per year.

What is the paternity leave entitlement in Saudi Arabia and when must it be taken?

Article 113 of the Saudi Labor Law grants fathers 3 days of paid paternity leave. The leave must be taken within 7 days of the child's birth.

This is a statutory minimum. Employers may offer additional days through individual employment contracts.