Saudi Sick Leave Pay Calculator (KSA)

Yes, most of it. In one year a worker with a proven illness gets the first 30 days on full wage, the next 60 days on three quarters of the wage and the following 30 days unpaid (Article 117). That is up to 120 days, in one stretch or in separate periods.

The law sets no monthly limit. Article 117 counts sick days over one year: up to 120, continuous or in separate periods, as long as the illness is proven.

On the date of your first sick leave, not on 1 January or your work anniversary (Article 117). It runs for one year from that date. The Labor Law counts periods in the Hijri calendar unless your contract or the work regulations say otherwise (Article 10), so by default it is a Hijri year of 354 or 355 days.

Article 117 requires the illness to be proven. The Ministry of Health says the regular way to get a sick leave report is the Sehhaty platform, and it checks reports against medical records. Issuing a forged report can lead to up to one year in prison and a fine of up to SAR 100,000 (Ministry of Health, 9 March 2025).

No. If you fall sick during your annual leave, the annual leave stops until the sick leave ends, and the rest of it resumes afterwards (Implementing Regulations, Article 26). You can also ask to add your annual leave to your sick leave (Article 82).

Not on account of illness before you have been given the whole sick-leave period the law provides (Article 82).

A work injury has its own rule. The employer pays for treatment (Article 133). During temporary disability you get your full wage for 60 days, then 75% for the rest of the treatment. After one year, or if recovery is unlikely, it counts as total disability (Article 137). This calculator covers illness under Article 117 only.

The article does not say. This calculator shows days beyond 120 separately and counts no pay for them. Check your contract and ask the Ministry of Human Resources about your case.

Since the 2025 amendments, 12 weeks on full pay (Article 151 as amended). Six must be taken after the birth; you can split the other six as you choose, starting up to four weeks before the expected date. If the birth is late and fewer than six weeks remain, the remainder counts as unpaid. You can extend by one month of unpaid leave. If the child is sick or has special needs and needs constant care, there is a further fully paid month, with another unpaid month available.

Your actual wage as defined in Article 2: basic wage plus allowances, commission and the other increments in your contract or the work regulations. A month counts as 30 days, so the daily wage is your monthly wage ÷ 30.