Saudi Notice Period and Termination Pay Calculator
See how much notice applies under the amended Saudi Labor Law, what is owed if notice is not given, and the minimum compensation when a contract is ended without a valid reason.
- Notice required
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- Notice missing
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- Daily wage (wage ÷ 30)
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- Art. 77 compensation
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Estimate only. Whether a reason is valid is for the labour court. Not legal advice. The Arabic text of the law governs.
Notice and termination pay in Saudi Arabia
- 1
Notice required (Article 75)
Indefinite-term contract, monthly-paid worker: 60 days from the employer, 30 days from the employee. Not monthly-paid: 30 days for either. Notice is in writing.
- 2
Pay for missing notice (Article 76)
The party that does not give full notice pays the other the worker's pay for the notice period. Here: daily wage (monthly wage ÷ 30) × days not given.
- 3
Termination without a valid reason (Article 77)
Indefinite term: 15 days' wage per year of service. Fixed term: the wage for the rest of the term. Never less than 2 months' wage, unless the contract sets its own compensation.
To add these to your end of service award, leave and unpaid wages, use the Saudi final settlement calculator.
Examples
- • Wage SAR 9,000, daily wage SAR 300.00
- • Missing notice: 15 days
- • Wage SAR 9,000, daily wage SAR 300.00
- • Missing notice: 20 days
- • 15 days × 10 years = SAR 45,000.00
- • Above the 2-month minimum of SAR 18,000.00
- • 15 days × 3 years = SAR 13,500.00
- • Below the 2-month minimum, so the minimum applies
Frequently asked questions
How much notice must an employer give in Saudi Arabia?expand_more
For an indefinite-term contract and a monthly-paid worker, at least 60 days' written notice, with a valid reason stated in the notice (Article 75, as amended by Royal Decree M/44 in force since 19 February 2025). If the worker is not paid monthly, at least 30 days.
How much notice must an employee give?expand_more
At least 30 days' written notice for an indefinite-term contract (Article 75 as amended). The amendments also added a resignation procedure (Articles 74 and 79 bis): a resignation counts as accepted if the employer does not reply within 30 days; the employer can postpone acceptance by up to 60 days if the work requires it, with written reasons; and the worker can withdraw within 7 days unless the employer has already accepted. This calculator covers notice pay, not that procedure.
What if notice is not given?expand_more
The party that ends the contract without notice must pay the other compensation equal to the worker's pay for the notice period (Article 76). This calculator charges pay for the days of notice not given, which is the usual reading. The current published text says "for the duration of the notice period", so a dispute could argue for the full period.
What compensation is due if the employer ends the contract without a valid reason?expand_more
Unless the contract fixes a different amount, 15 days' wage for each year of service on an indefinite-term contract, or the wage for the rest of the term on a fixed-term contract, and never less than two months' wage (Article 77). Whether a reason is valid is for the labour court to decide.
Which wage is used?expand_more
Your wage as defined in Article 2: basic wage plus the allowances, other increments and in-kind benefits in your contract. A month counts as 30 days, so the daily wage is the monthly wage ÷ 30.
Can the employer put me on leave during the notice period?expand_more
Yes. The employer may excuse you from attending during notice without affecting your service or entitlements (Article 78). When the employer gives notice, you also get a paid day, or 8 hours, a week to look for other work, on a day you choose with one day's warning.
Does this change my end of service award?expand_more
No. The award is separate (Articles 84 to 87). Use the end of service calculator for that.
Source
Saudi Labor Law, Royal Decree No. M/51, English text published by the Ministry of Human Resources and Social Development: Articles 2, 75, 76, 77 and 78. Article 75 as amended by Royal Decree No. M/44 (in force 19 February 2025) was read in the Ministry's guideline on the amendments; Articles 76 and 77 are not in its list of changed articles. Checked on . The English text is a translation provided for guidance and the Arabic text governs. Always confirm your position with the Ministry or a qualified adviser.
Read the official text:Saudi Labor Law, Royal Decree M/51 (HRSD, English PDF) · HRSD guideline: Amendments to Labor Law Articles, Royal Decree M/44 (PDF)