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Chapter Four

End-of-Service Award

Article (٨٤)84:

Upon the end of the work relation, the employer shall pay the worker an end-of-service award of a half-month wage for each of the first five years and a one-month wage for each of the following years. The end-of-service award shall be calculated on the basis of the last wage and the worker shall be entitled to an end-of-service award for the portions of the year in proportion to the time spent on the job.

Article (٨٥)85:

If the work relation ends due to the worker’s resignation, he shall, in this case, be entitled to one third of the award after a service of not less than two consecutive years and not more than five years, to two thirds if his service is in excess of five successive years but less than ten years and to the full award if his service amounts to ten or more years.

Article (٨٦)86:

As an exception to the provision of Article (٨) of this Law, it may be agreed that the wage used as a basis for calculating the end-of-service award does not include all or some of the commissions, sales percentages, and similar wage components paid to the worker which are by their nature subject to increase or decrease.

Article (٨٧)87:

As an exception to the provisions of Article (٨٥) of this Law, the worker shall be entitled to the full award if he leaves the work due to a force majeure beyond his control. A female worker shall likewise be entitled to the full award if she ends her contract within six months from the date of her marriage or three months from the date of giving birth.

Article (٨٨)88:

Upon the end of the worker’s service, the employer shall pay his wages and settle his entitlements within a maximum period of one week from the date of the end of the contractual relation. If the worker ends the contract, the employer shall settle all his entitlements within a period not exceeding two weeks. The employer may deduct any work-related debt due to him from the worker’s entitlements.

PART VI

WORK CONDITIONS AND CIRCUMSTANCES

Chapter One

Wages

Article (٨٩)89:

The Council of Ministers may, when necessary and upon a proposal by the Minister, set a minimum wage.

Article (٩٠)90:

(١) The worker’s wages and all other entitlements shall be paid in the Country’s official currency. Wages shall be paid during working hours and at the workplace in accordance with the following provisions:
(١.١) Workers paid on a daily basis shall be paid at least once a week.
(١.٢) Workers paid on a monthly basis shall be paid once a month.
(١.٣) If the work is done by the piece and requires a period of more than two weeks, the worker shall receive a payment each week commensurate with the completed portion of the work. The balance of the wage shall be paid in full during the week following delivery of the work.
(١.٤) In cases other than the above, the worker’s wages shall be paid at least once a week.
(٢) Wages may be paid through accredited banks in the Kingdom, with the consent of the worker, provided that their due dates do not exceed the dates specified above.

Article (٩١)91:

(١) If the worker, as a result of his own fault or violation of the employer’s instructions and not as a result of a third party’s fault or a force majeure, causes loss, damage or destruction to machineries or products owned by the employer while in his custody, the employer may deduct from the worker’s wage the amount necessary for repair or restoration to the original condition, provided that such deductions do not exceed a five-day wage per month. The employer may file a grievance, if necessary, demanding more deductions if the worker has other properties from which collections may be made. The worker may file a grievance with the Commission for the Settlement of Labor Disputes regarding the allegations leveled at him or the employer’s estimation of the damages. If the Commission rules that the employer is not entitled to claim such deductions or if it awards the employer a lower amount, the employer shall return to the worker the amounts unjustifiably deducted, within seven days from the date of the award.
(٢) Either party shall file its grievance within fifteen work days; otherwise, it shall forfeit his right thereto. For the employer, the date of filing the grievance shall be from the date the occurrence is discovered, and for the worker from the date of his notification of the same by the employer.

Article (٩٢)92:

No amount shall be deducted from the worker’s wages against private rights without his written consent, except in the following cases:

(١) Repayment of loans extended by the employer, provided that such deductions do not exceed ١٠% of his wage.
(٢) Social insurance or any other contributions due on the workers as provided for by law.
(٣) Worker’s contributions to thrift funds or loans due to such funds.
(٤) Installments of any scheme undertaken by the employer involving home ownership programs or any other privilege.
(٥) Fines imposed on the worker on account of violations committed, as well as deductions made for damages caused.
(٦) Any debt collected in implementation of a judicial judgment, provided that the monthly deduction shall not exceed one quarter of the worker‘s wage, unless the judgment provides otherwise. First to be collected is alimony, followed by food, clothing and accommodation debts, before other debts.

Article (٩٣)93:

In all cases, deductions made may not exceed half the worker’s due wage, unless the Commission for the Settlement of Labor Disputes determines that further deductions can be made or that the worker is in need of more than half his wage. In the latter case, the worker may not be given more than three quarters of his wage.

Article (٩٤)94:

(١) If any amount is deducted from the worker’s wages for reasons other than those specified in this Law without his written consent, or if the employer delays, without a valid justification, payment of the worker’s wages beyond the due date set forth in the Law, the worker, his representative or the head of the competent Labor Office may submit a request to the Commission for the Settlement of Labor Disputes to order the employer to return to the worker any wrongfully-deducted amounts or to pay him his outstanding wages.
(٢) The said Commission may, if it establishes that the employer has unjustifiably deducted the said amounts or delayed the payment of the wages, impose on the employer a fine not exceeding twice the amount deducted from the worker’s wage or twice the outstanding wages.

Article (٩٥)95:

(١) If the work contract or the work organization regulation does not provide for the wage binding on the employer, the wage estimated for the same type of work in the firm, if any, shall be adopted; otherwise, the wage shall be estimated in accordance with the profession’s norms at the place where the work is performed. In the absence of such norms, the Commission for Settlement of Labor Disputes shall estimate the wage in accordance with the dictates of justice.
(٢) The same shall also apply in determining the type and scope of the service that the worker is required to render.

Article (٩٦)96:

(١) If the worker’s wage is determined on the basis of piecework or productivity, the average wage which the worker receives for his actual workdays during the last year of his service shall be used as the basis for calculating any entitlements determined for the worker under this Law.
(٢) If the entire wage is the amounts received as commissions, a percentage of sales or the like which are by nature subject to increases or decreases, the daily average wage shall be calculated on the basis of the amounts the worker receives for the actual work days, divided by them.

Article (٩٧)97:

If a worker is detained or taken into custody by the competent authorities in cases related to work or occasioned by it, the employer shall continue to pay the worker ٥٠% of the wage until the case is decided, provided that the period of detention or custody shall not exceed one hundred eighty days. If said period exceeds that, the employer shall not be required to pay any portion of the wage for the excess period. If the worker is acquitted or the investigation is closed for lack of evidence or invalidity thereof, the employer shall return to the worker the amount previously deducted from his wage. However, if he is convicted, none of the payments made shall be recovered unless the judgment provides otherwise.

Chapter Two

Working Hours

Article (٩٨)98:

A worker may not actually work for more than eight hours a day if the employer uses the daily work criterion, or more than forty-eight hours a week if he uses the weekly criterion.
During the month of Ramadan, the actual working hours for Muslims shall be reduced to a maximum of six hours a day or thirty-six hours a week.

Article (٩٩)99:

The number of working hours provided for in Article (٩٨) of this Law may be raised to nine hours a day for certain categories of workers or in certain industries and jobs where the worker does not work continuously. It may likewise be reduced to seven hours a day for certain categories of workers or in certain hazardous or harmful industries or jobs. Categories of workers, industries and jobs referred to shall be determined pursuant to a decision by the Minister.

Article (١٠٠)100:

In firms where work is done in shifts, an employer may, with the Ministry’s approval, increase the number of working hours to more than eight hours a day or forty eight hours a week, provided that the average working hours in three weeks time shall not be more or less than eight hours a day or forty eight hours a week.

Chapter Three

Rest Periods and Weekly Rest Days

First: Rest Periods

Article (١٠١)101:

Working hours and rest periods during the day shall be scheduled so that no worker shall work for more than five consecutive hours without a break of no less than thirty minutes each time during the total working hours for rest, prayer and meals, provided that a worker shall not remain at the workplace for more than eleven hours a day.

Article (١٠٢)102:

The periods designated for rest, prayers and meals shall not be included in the actual working hours. During such periods, the worker shall not be under the employer’s authority.

The employer shall not require the worker to remain at the workplace during such breaks.

Article (١٠٣)103:

The Minister may specify, pursuant to a decision by him, the cases and jobs where work shall, for technical reasons or operational conditions, continue without breaks. In such cases and jobs, the employer shall allow prayer, meal and rest periods to be scheduled during working hours by the management of the firm.

Second: Weekly Rest Days

Article (١٠٤)104:

(١) Friday shall be the weekly rest day for all workers.
After proper notification of the competent labor office, the employer may replace this day for some of his workers by any other day of the week. The employer shall allow the workers to perform their religious obligations. The weekly rest day may not be compensated by cash.
(٢) The weekly rest day shall be at full pay and shall not be less than twenty-four consecutive hours.

Article (١٠٥)105:

As an exception to the provisions of Article (١٠٤) of this Law, in remote areas and in jobs where the nature of work and operational conditions require continuous work, weekly rest periods accruing to the worker may be consolidated for up to eight weeks if the employer and the workers agree to that effect, subject to the Ministry’s approval. In calculating the consolidated weekly rest periods, it shall be taken into consideration that said periods begin at the hour the workers arrive at the nearest city with transportation services and end at the hour the workers return to it.

Article (١٠٦)106:

An employer may not comply with the provisions of Articles (٩٨), (١٠١) and Paragraph (١) of Article (١٠٤) of this Law, in the following cases:

(١) Annual inventory activities, preparation of the budget, liquidation, closing of accounts and preparations for discount and seasonal sales, provided that the number of days during which the workers work shall not exceed thirty days a year.
(٢) If the work is intended to prevent a hazardous accident, remedy its impact or avoid an imminent loss of perishable materials.
(٣) If the work is intended to meet unusual work pressure.
(٤) Eids, other seasons, occasions and seasonal activities specified pursuant to a decision by the Minister.

In all of the above cases, the actual working hours shall not exceed ten hours a day or sixty hours a week. The maximum overtime hours allowed per year shall be determined by a decision of the Minister.

Article (١٠٧)107:

(١) The employer shall pay the worker for overtime working hours an additional amount equal to the hourly wage plus ٥٠% of his basic wage.
(٢) If the firm is operated on the basis of weekly working hours, the hours in excess of the hours taken as the criterion shall be deemed overtime hours.
(٣) All working hours performed during holidays and Eids shall be deemed overtime hours.

Article (١٠٨)108:

The provisions of Articles (٩٨) and (١٠١) of this Law shall not apply to the following cases:

(١) Persons occupying high positions of authority in management and policy, if such positions
grant the persons occupying them authority over workers.
(٢) Preparatory or supplemental works which must be completed before or after commencement of work.
(٣) Work that is intermittent by necessity.
(٤) Guards and janitors, excluding civil security guards.

The Regulations shall specify the jobs listed under paragraphs (٢), (٣) and (٤) of this Article and their maximum working hours.

Chapter Four

Leaves

Article (١٠٩)109:

(١) A worker shall be entitled to a prepaid annual leave of not less than twenty one days, to be increased to a period of not less than thirty days if the worker spends five consecutive years in the service of the employer.
(٢) A worker shall enjoy his leave in the year it is due. He may not forgo it or receive cash in lieu during his period of service. The employer may set the dates of such leave according to work requirements or may grant them in rotation to ensure smooth progress of work. The employer shall notify the worker of the date of his leave in sufficient time of not less than thirty days.

Article (١١٠)110:

(١) A worker may, with the employer’s approval, postpone his annual leave or days thereof to the following year.
(٢) An employer may postpone, for a period of not more than ninety days, the worker’s leave after the end of the year it is due if required by work conditions. If work conditions require extension of the postponement, the worker’s consent must be obtained in writing. Such postponement shall not, however, exceed the end of the year following the year the leave is due.

Article (١١١)111:

A worker shall be entitled to a wage for the accrued days of the leave if he leaves the work without using such leave. This applies to the period of work for which he has not used his leave. He is also entitled to a leave pay for the parts of the year in proportion to the part he spent at work.

Article (١١٢)112:

Each worker shall be entitled to full-pay leave on Eids and occasions specified in the Regulations.

Article (١١٣)113:

A worker shall be entitled to one day of paid leave in the case of childbirth and three days for marriage or in the case of the death of a spouse or one of his ascendants and descendants.
The employer may request supporting documents for cases referred to.

Article (١١٤)114:

A worker shall be entitled to a paid leave of not less than ten days and not more than fifteen days, including Eid Al-Adha holiday, to perform Hajj only once during his service if he has not performed it before. To be eligible for this leave, the worker must have spent at least two consecutive years of service with the employer. The employer may determine the number
of workers who shall be given this leave annually in accordance with work requirements.

Article (١١٥)115:

A worker enrolled in an educational institution shall have the right to a fully paid leave to sit for an examination of an unrepeated year. Days of leave shall be based on the actual number of the examination days. However, for the examinations of a repeated year, the worker shall be entitled to unpaid leave to sit for the examinations. The employer may require the worker to submit documents in support of the leave application as well as proof of having taken the examination. The worker shall apply for the leave at least fifteen days ahead of the due date. Without prejudice to disciplinary action, the worker shall be denied the wage if it is proven that he had not taken the examination.

Article (١١٦)116:

A worker, subject to the employer’s approval, may obtain leave without pay for a duration to be agreed upon by the two parties. The work contract shall be deemed suspended for the duration of the leave in excess of twenty days, unless both parties agree otherwise.

Article (١١٧)117:

A worker whose illness has been proven shall be eligible for a paid sick leave for the first thirty days, three quarters of the wage for the next sixty days and without pay for the following thirty days, during a single year, whether such leaves are continuous or intermittent.
A single year shall mean the year which begins from the date of the first sick leave.

Article (١١٨)118:

A worker may not work for another employer, while enjoying any of his leaves provided for in this Chapter. If the employer proves that the worker has violated this provision, he may deprive him of his wages for the duration of the leave or recover any wages previously paid to
him.

PART VII

PART-TIME WORK

Article (١١٩)119:

Full-time workers who are affected by a collective temporary reduction in their normal working hours for economic, technical or structural reasons shall not be considered part-time workers.

Article (١٢٠)120:

The Minister shall issue the necessary rules and controls for organizing part-time work, indicating therein the obligations of the part-time workers and employers. To the exclusion of the protection extended to the similar full-time workers in terms of occupational health and safety and work injuries, the provisions of this Law shall apply only to the extent determined by the Minister.

PART VIII

PROTECTION AGAINST OCCUPATIONAL HAZARDS,
MAJOR INDUSTRIAL ACCIDENTS AND WORK INJURIES,
AND HEALTH AND SOCIAL SERVICES

Chapter One

Protection Against Occupational Hazards

Article (١٢١)121:

An employer shall maintain the firm in a clean and hygienic condition. He shall provide lighting, supply potable and washing water and comply with other rules, measures and standards of occupational protection, health and safety in accordance with what is specified in the Minister’s decision.

Article (١٢٢)122:

An employer shall take the necessary precautions to protect the workers against hazards, occupational diseases, the machinery in use, and shall ensure work safety and protection. He shall post in a prominent place in the firm the instructions related to work and workers safety in Arabic and, when necessary, in any other language that the workers understand. The employer may not charge the workers or deduct from their wages any amounts for the provision of such protection.

Article (١٢٣)123:

An employer shall inform the worker, prior to engaging in the work, of the hazards of his job and shall require him to use the prescribed protective equipment. The employer shall supply the workers with the appropriate personal gear and train them on their use.

Article (١٢٤)124:

A worker shall use and preserve the personal protective equipment designated for each process and shall carry out the instructions established to protect his health against injuries and diseases. He shall refrain from any action or omission that may lead to failure to implement the instructions, misuse or impair the devices provided to protect the workplace as well as the health and safety of fellow workers.

Article (١٢٥)125:

An employer shall take necessary precautions for protection against fire and provide the technical means to combat it, including safety exits which shall be maintained in working condition at all times. He shall post in a prominent location in the workplace detailed instructions for fire prevention devices.

Article (١٢٦)126:

An employer shall be responsible for emergencies and accidents which may affect persons, other than his workers, who enter the workplaces by virtue of their official duties or with the approval of the employer or his agents, if such emergencies and accidents are due to negligence in taking the technical precautions required by the nature of his work, and he shall
compensate them for damage and harm they may sustain in accordance with the general laws.

Chapter Two

Protection Against Major Industrial Accidents

Article (١٢٧)127:

The provisions of this Chapter shall apply to high risk firms.

Article (١٢٨)128:

١- The term “high risk firm” shall mean the firm which produces, prepares, disposes of, handles, uses or stores, on a permanent or temporary basis, one or more hazardous substances, or categories of these substances in quantities that exceed allowable limits the exceeding of which results in listing the firm among the high risk firms.
٢- The term “hazardous substance” shall mean any material or a mixture of substances that constitutes a hazard on account of its chemical, physical or toxic properties either alone or in combination with other substances.
٣- The term “major accident” shall mean any sudden occurrence such as a major leak, fire or explosion in the course of an activity within the high risk firm and which involves one or more hazardous substances posing a great immediate or potential danger to the workers, the public or the environment.

Article (١٢٩)129:

The Ministry shall establish controls to identify the high risk firms according to the hazardous materials list, their categories or both.

Article (١٣٠)130:

The employers shall coordinate with the Ministry to determine the status of their firms on the basis of the controls referred to in Article (١٢٩) of this Law.

Article (١٣١)131:

The Minister shall issue the regulations and decisions embodying the necessary arrangements at firm level for protection against major hazards, related duties of the employers, arrangements for protecting the public and the environment outside the site of each high risk firm, the worker’s rights and duties, and other measures necessary to prevent major accidents, minimize their the risks of their occurrence and mitigate their impacts.

Chapter Three

Work Injuries

Article (١٣٢)132:

The provisions of this Chapter shall not apply to the firms subject to the Occupational Hazards Branch of the Social Insurance Law.

Article (١٣٣)133:

If a worker sustains a work injury or an occupational disease, the employer shall be required to treat him and assume directly or indirectly all necessary expenses, including hospitalization, medical examinations and tests, radiology, prosthetic devices and transportation expenses to treatment centers.

Article (١٣٤)134:

An injury shall be deemed a work injury in accordance with the provisions of the Social Insurance Law. Occupational diseases shall also be considered work injuries and the date of the first medical diagnosis of the disease shall be treated tantamount to the date of injury.

Article (١٣٥)135:

Any relapse or complication arising from an injury shall be deemed an injury and shall be treated as such in terms of aid and treatment.

Article (١٣٦)136:

Occupational diseases shall be determined in accordance with the Occupational Diseases Schedule provided for in the Social Insurance Law. Degree of total or partial disability shall be determined according to the Disability Percentage Guide provided for in the said Law.

Article (١٣٧)137:

In the case of temporary disability arising from work injury, the injured party shall be entitled to financial aid equal to his full wage for thirty days, then ٧٥% of the wage for the entire duration of his treatment. If one year elapses or it is medically determined that the injured party’s chances of recovery are improbable or that he is not physically fit to work, his
injury shall be deemed total disability. The contract shall be terminated and the worker shall be compensated for the injury. The employer may not recover the payments made to the injured worker during that year.

Article (١٣٨)138:

If an injury results in a permanent total disability or the death of the injured person, the injured person or his eligible beneficiaries shall be entitled to a compensation equal to his wages for three years, with a minimum of fifty four thousand riyals.
If the injury results in a permanent partial disability, the injured person shall be entitled to a compensation equal to the percentage of the estimated disability in accordance with the approved disability percentage guide schedule multiplied by the amount of compensation for the permanent total disability.

Article (١٣٩)139:

An employer shall not be required to comply with the provisions of Articles (١٣٣), (١٣٧) and (١٣٨) of this Law if any of the following is established:

(١) If a worker deliberately injures himself.
(٢) If an injury is caused by intentional misconduct on the part of the worker.
(٣) If a worker refuses to be examined by a physician or refuses to accept treatment by the physician designated by the employer without a valid reason.

Article (١٤٠)140:

Liability of previous employers of a worker suffering from an occupational disease shall be determined in light of the medical report of the attending physician. Previous employers shall be required to pay the compensation provided for in Article (١٣٨) of this Law, each in proportion to the period such worker has spent in his service, provided that the industries or
occupations they engage in cause the disease the worker suffers from.

Article (١٤١)141:

The procedures for reporting work injuries shall be determined pursuant to a decision by the Minister.

Chapter Four

Medical and Social Services

Article (١٤٢)142:

An employer shall make available one or more medical aid cabinets, supplied with drugs and other necessities required for first aid.
The Regulations shall specify the contents of such cabinets of first aid means, numbers of such means and quantities of drugs and shall also regulate the method of keeping them and the conditions and requirements to be satisfied by first aid providers.

Article (١٤٣)143:

An employer shall assign one or more physicians to provide, at least once a year, a comprehensive medical examination for his workers who are exposed to any of the occupational diseases listed in the Schedules of Occupational Diseases provided for in the Social Insurance Law. The findings of the examination shall be kept in the employer’s records
as well as in the workers’ files.

Article (١٤٤)144:

An employer shall provide his workers with preventive and therapeutic health care in accordance with the standards set forth by the Minister, taking into consideration whatever is provided for by the Cooperative Health Insurance Law.

Article (١٤٥)145:

An employer may, subject to the Minister’s approval, set up a saving and thrift fund provided that the workers’ contribution is optional. The provisions regulating the operations of such funds shall be made public.

Article (١٤٦)146:

An employer shall provide at his own expense all or some of the following, as may be determined by the Minister, to those who work in remote locations:

(١) Stores for selling food, clothing and other necessities at moderate prices in places where such stores are not available.
(٢) Suitable recreational and educational services and sports facilities annexed to the workplaces.
(٣) Necessary medical arrangements to protect the workers’ health and provide comprehensive treatment for their families (family shall mean spouse, children and parents residing with the worker).
(٤) Schools for the workers’ children in the absence of sufficient schools in the area.
(٥) Mosques or prayer areas at the workplaces.
(٦) Literacy programs for the workers.

The Regulations shall specify the remote locations.

Article (١٤٧)147:

An employer operating in remote locations, mines, quarries and oil exploration centers shall provide his workers with accommodation, camps and meals.

The Minister shall determine, pursuant to a decision by him, the conditions and specifications of the accommodations and camps as well as the charges for the accommodations, the number of meals, quantities and kinds of food and related conditions, cost of meals to the worker and any other requirements necessary for the workers’ health.

Article (١٤٨)148:

An employer shall provide means for transporting his workers from their place of residence or from a certain gathering point to the places of work and bring them back daily, if the places of work are not served by regular means of transportation at times compatible with the working hours.

PART IX

EMPLOYMENT OF WOMEN

Article (١٤٩)149:

Taking into consideration the provisions of Article (٤) of this Law, women shall work in all fields suitable to their nature. It is prohibited to employ women in hazardous jobs or industries. The Minister pursuant to a decision by him shall determine the professions and jobs that are deemed detrimental to health and are likely to expose women to specific risks; in
which cases, women’s employment shall be prohibited or restricted under certain terms.

Article (١٥٠)150:

Women may not work during a period of night the duration of which is not less than eleven consecutive hours, except in cases determined pursuant to a decision by the Minister.

Article (١٥١)151:

A female worker shall be entitled to a maternity leave for the four weeks immediately preceding the expected date of delivery and the subsequent six weeks. The probable date of delivery shall be determined by the physician of the firm or pursuant to a medical report certified by a health authority. A woman may not work during the six weeks immediately following delivery.

Article (١٥٢)152:

During the maternity leave, an employer shall pay the female worker half her wage if she has been in his service for one year or more, and a full wage if she has served for three years or more as of the date of commencement of such leave. A female worker shall not be paid any wages during her regular annual leave if she has enjoyed in the same year a maternity leave with full wage. She shall be paid half her wage during the annual leave if she has enjoyed in the same year a maternity leave at half wage.

Article (١٥٣)153:

An employer shall provide medical care for female workers during pregnancy and delivery.

Article (١٥٤)154:

When a female worker returns to work following a maternity leave, she shall be entitled, in addition to the rest periods granted to all workers, to a rest period or periods not exceeding in aggregate one hour a day for nursing her infant. Such period or periods shall be calculated as part of the actual working hours and shall not entail any reduction in wages.

Article (١٥٥)155:

An employer may not terminate the employment of a female worker or give her a warning of the same while on maternity leave.

Article (١٥٦)156:

An employer may not terminate the employment of a female worker during illness resulting from pregnancy or delivery, and such illness shall be established by a certified medical report, provided that the period of her absence does not exceed one hundred and eighty days. The employment of such female worker may not be terminated during the one hundred and eighty days preceding the expected date of delivery in the absence of one of the legitimate causes provided for in this Law.

Article (١٥٧)157:

A female worker shall forfeit her entitlements under the provisions of this Part if she works for another employer during her authorized leave. In such event, the original employer may deprive her of her wage for the duration of the leave or recover any payments made to her.

Article (١٥٨)158:

In all occupations and places where women are employed, the employer shall provide them with seats for resting.

Article (١٥٩)159:

(١) An employer who employs fifty female workers and more shall provide them with a suitable place with adequate number of babysitters to look after the children under the age of six years, if the number of children reaches ten and more.
(٢) The Minister may require the employer who employs a hundred women and more in a single city to set up a nursery, either on his own or in conjunction with other employers in the same city, or alternatively to contract with an existing nursery to care for the children of the female workers who are under six years of age during the work periods. In such case, the Minister shall set forth the terms and conditions regulating such facility as well as the charges imposed on the female workers benefiting from service.

Article (١٦٠)160:

A female worker whose husband passes away shall be entitled to a fully paid leave for a minimum period of fifteen days as of the date of death.

PART X

EMPLOYMENT OF MINORS

Article (١٦١)161:

Minors may not be employed in hazardous jobs or harmful industries or in occupations or jobs that may endanger their health, safety or morals due to the nature or conditions of the same. A Minister’s decision shall specify such jobs, industries and occupations.

Article (١٦٢)162:

(١) Any person under the age of fifteen years may not be employed or allowed to enter places of work. The Minister may, pursuant to a decision by him, raise this age limit in certain industries or areas or for certain categories of minors.
(٢) As an exception to Paragraph (١) of this Article, the Minister may allow the employment or work of persons between ١٣ and ١٥ years of age in light works, subject to the following conditions:
(٢.١) Such jobs shall not be potentially harmful to their health or growth.
(٢.٢) Such jobs shall not hinder their school attendance, participation in orientation or vocational training programs, or impair their ability to benefit from their schooling.

Article (١٦٣)163:

Minors may not work during a period of night the duration of which is not less than twelve consecutive hours, except in cases determined pursuant to a decision by the Minister.

Article (١٦٤)164:

Minors may not be made to perform actual work for more than six hours a day for all months except for the month of Ramadhan when the actual working hours shall not exceed four hours. Working hours shall be organized so that a minor may not work for more than four consecutive hours without one or more periods, each not less than half an hour, for rest, food and prayers, provided that the minor does not remain at the workplace for more than seven hours.
Minors may not be made to work during the weekly rest days, Eids, official holidays or annual vacations, nor shall they be subject to the exceptions provided for in Article (١٠٦) of this Law.

Article (١٦٥)165:

Prior to employing a minor, the employer shall obtain from him the following documents:

(١) The national identification card or an official birth certificate.
(٢) A report of physical fitness for the required job issued by a competent physician and duly
certified by a health authority.
(٣) The consent of the minor’s guardian.
Said documents shall be kept in the minor’s personal file.

Article (١٦٦)166:

An employer shall notify the competent labor office of the employment of each minor within the first week of such employment, and shall keep at the workplace a register for employed minors, showing the name of the minor, his age, full name of his guardian, his place of residence and date of his employment.

Article (١٦٧)167:

The provisions provided for in this Part shall not apply to work undertaken by children and minors in schools for general, vocational or technical education, and in other training institutions, nor shall they apply to work undertaken in firms by persons who are at least fourteen years of age if such work is performed in accordance with the conditions set forth by the Minister and the work constitutes an essential part of the following:

(١) An educational or training course the primary responsibility for which lies with a school or a training institution.
(٢) A training program all or the major part of which is implemented in a firm if approved by the competent authority.
(٣) An orientation program aimed at facilitating the selection of the career or type of training.

PART XI

MARINE WORK CONTRACT

Article (١٦٨)168:

The following words and phrases, wherever mentioned in the provisions of this Part, shall have the meanings expressed next to them, unless the context requires otherwise:

Vessel: A floating craft registered in the Kingdom of Saudi Arabia, whose tonnage is not less than five hundred tons.
Vessel chandler: A natural person, public or private firm for whose account the vessel is being rigged.
Captain: A seaman qualified to command a vessel and assume responsibility for it.
Seaman: A person working aboard a vessel on a marine work contract.
Marine work contract: A work contract for a wage concluded between the vessel’s owner or chandler or the representative of either of them and a seaman to work on board. Such contract shall be subject to the provisions of this Law, unless they are in conflict with the provisions of this Part and the decisions issued here-under.

Article (١٦٩)169:

All persons working on a vessel shall be subject to the authority and orders of its captain.

Article (١٧٠)170:

All work contracts of seamen working on a vessel shall be entered in the vessel’s records or appended thereto. Such contracts shall be drafted in a clear language, and shall indicate whether they are made for a specified period or for a single voyage. If the contract is made for a specified period, this period shall be clearly specified. If it is made for a single voyage, it shall specify the city or harbor where the voyage ends, and at what stage of unloading or loading the vessel at this harbor the contract terminates.

Article (١٧١)171:

The marine work contract shall provide for date and place of its conclusion, name of the chandler, name of the seaman, his surname, age, nationality and homeland, type of assigned work, method of performance, certification for work in sea navigation, the personal marine card, wage and duration of the contract. If the contract is for a single voyage, it shall specify
the city or harbor where the voyage ends and at what stage during the unloading or loading of the vessel at the harbor the work ends, and other details of the contract.
Such contract shall be made out in triplicates, one copy for the vessel’s chandler, and one for the captain, to be kept aboard the vessel and a copy for the seaman.

Article (١٧٢)172:

The work terms and rules aboard the vessel shall be posted in the crew quarters. These terms and rules shall include the following:

(١) Seamen’s obligations and duties, organization rules for work aboard the vessel, service timetables and daily working hours.
(٢) Obligations of the vessel’s chandler towards seamen in respect of fixed wages, rewards, and other types of wage.
(٣) Method of suspending payment of wages and deductions therefrom and method of advance payments.
(٤) Place and time of settlement of wages as well as final calculation thereof.
(٥) Rules and ways for provision of food and accommodation aboard the vessel.
(٦) Treatment of seamen’s illnesses and injuries.
(٧) Conduct of seamen and conditions for their repatriation.
(٨) Seamen’s paid annual leaves.
(٩) End-of-service award and other indemnities payable upon termination or expiration of the work contract.

Article (١٧٣)173:

A seaman shall satisfy the following:

(١) He shall have completed eighteen years of age.
(٢) He shall hold a certificate allowing him to work in marine service.
(٣) He shall be physically fit.

Article (١٧٤)174:

All the seaman’s entitlements shall be paid in the official currency. They may be paid in foreign currency if they become due while the vessel is outside the territorial waters, subject to the seaman’s approval.
The seaman may ask the employer to pay his due monetary wage to the person designated by him.

Article (١٧٥)175:

If the voyage is cut short for any reason, voluntarily or forcibly, this shall not entail reduction of the wage of the seaman employed on a marine work contract for a single voyage.

Article (١٧٦)176:

If the wage is set as a share of the profits or the proceeds of the vessel’s charter, the seaman shall not be entitled to compensation if the voyage is cancelled nor to a wage increase if the voyage is delayed or extended. If the delay or extension is due to the action of the shippers, the seaman shall be entitled to compensation from the chandler.

Article (١٧٧)177:

A seaman shall be eligible for pay, through the day of occurrence, if the ship is captured, sinks or becomes unseaworthy.

Article (١٧٨)178:

Seamen shall be provided with food and accommodation at the expense of the vessel chandler. This shall be regulated by a decision to be issued by the Minister.

Article (١٧٩)179:

Working hours aboard the vessel while on the high seas shall not exceed fourteen hours in a twenty four hour period and not more than seventy two hours in a seven-day period.

Article (١٨٠)180:

A seaman who contributes to aiding or rescuing another vessel is eligible to a share of the reward that the vessel on which he worked is entitled to, regardless of the type of wage of the work performed.

Article (١٨١)181:

If a seaman dies during the voyage, his heirs shall be eligible to receive his wages through the date of his death, if the wage is on a monthly basis. If the wage is on a voyage basis, the heirs shall be entitled to the full voyage wage, and if the wage is a share of profits, it shall be fully payable. The dues of the deceased or missing seaman, or who is unable to collect his wage shall be deposited with the labor office at the port of destination in the Kingdom.

Article (١٨٢)182:

An employer may terminate the contract without prior notice and without compensation in the following cases:

(١) If the vessel sinks, is confiscated, goes missing or becomes unseaworthy.
(٢) If the voyage is cancelled at the outset, for reasons beyond the chandler’s control and the wage is on a single voyage basis, unless the contract provides otherwise.

Article (١٨٣)183:

If the contract expires or is revoked, the employer shall be obligated to:

(١) return the seaman to the port of departure at the commencement of the contract.
(٢) provide him with food and accommodation until he reaches that port.

Article (١٨٤)184:

A chandler shall return the seaman to his country in the following cases:

(١) If the chandler cancels the voyage after the vessel sails off.
(٢) If the voyage is cancelled after the vessel sails off on account of prohibition of trading with the destination.
(٣) If the seaman is removed from the vessel due to illness, injury or disability.
(٤) If the vessel is sold in a foreign country.
(٥) If the seaman is dismissed from service during the voyage without a legitimate justification.
(٦) If the contract concluded with the seaman expires at a port other than the one provided for in the contract.

PART XII

WORKING IN MINES AND QUARRIES

Article (١٨٥)185:

Working in mines and quarries shall mean the following:

(١) Operations involving prospection, detection, extraction or manufacture of (solid or liquid) mineral substances, including precious stones, in the area for which the license has been issued.
(٢) Operations involving extraction, concentration or manufacture of mineral sediments on or under the ground surface in the area of the license.
(٣) Construction works, installation of structure and equipment related to the operations referred to in Paragraphs (١) and (٢) of this Article.

Article (١٨٦)186:

No person under the age of eighteen or any woman regardless of her age shall be employed in a mine or quarry.

Article (١٨٧)187:

No person shall be allowed to engage in operations subject to the provisions of this Part until he undergoes a complete medical examination and proven to be physically fit for the required work. Such examination shall be repeated periodically. The worker may not be required to bear the costs of necessary medical examinations. The Minister shall set forth pursuant to a decision by him the terms, conditions and periods that must be complied with.

Article (١٨٨)188:

The actual working hours spent by the worker underground shall not exceed seven hours a day. No worker shall be kept at the workplace, above or under ground, for more than ten hours a day. If the work is conducted underground, such a period shall include the time needed for the worker to reach the underground and the time needed to return to the surface.

Article (١٨٩)189:

Access to the work location and facilities shall be prohibited for people other than the workers, persons authorized to inspect the mine or the quarry and persons holding special permits from the competent authority.

Article (١٩٠)190:

An employer shall keep a record to register and count the workers before their entry into the workplace and at the time of their exit therefrom.

Article (١٩١)191:

An employer or the manager in-charge shall draft a list of orders and instructions related to the public safety.

Article (١٩٢)192:

An employer shall establish a rescue point in the vicinity of the workplace, equipped with necessary rescue and first aid equipment. Said point shall be equipped with suitable means of communication for immediate access and the employer shall appoint a trained technician to supervise the rescue and first aid operations.

Article (١٩٣)193:

Without prejudice to the provisions of Article (١٤٢) of this Law, the employer of each mine or quarry with at least fifty workers shall set up a suitable location with a room equipped with rescue and first aid equipment, another room for nursing and one or more locker rooms. As for quarries and mines with less than fifty workers located within a twenty-kilometer radius of each other, employers may pool their resources to establish a place of rescue and first aid in between such quarries and mines, or else establish their own places of rescue and first aid.
The Minister may determine the rescue and first aid equipment, protection and prevention measures in mines and quarries as well as employers’ responsibilities and workers’ rights and duties.

PART XIII

WORK INSPECTION

Article (١٩٤)194:

Work inspection shall be undertaken by competent inspectors to be named pursuant to a decision by the Minister. They shall have the powers and authorities provided for in this Law.

Article (١٩٥)195:

In addition to the general conditions for appointment of employees, a work inspector shall satisfy the following requirements when performing his duties:

(١) Total impartiality.
(٢) Absence of any direct or indirect relation with the firms he inspects.
(٣) Passing a conduct examination following completion of a training period of at least ninety days.

Article (١٩٦)196:

Work inspectors shall have the following powers:

(١) Monitor the proper implementation of the provisions of the Labor Law and its implementing regulations and decisions.
(٢) Furnishing employers and workers with technical information and guidelines that enable them to follow the best means for implementing the provisions of the Law.
(٣) Reporting to the competent authorities the shortcomings which the existing provisions fail to remedy and providing relevant suggestions.
(٤) Recording violations of the provisions of the Labor Law and its implementing decisions.

Article (١٩٧)197:

Before assuming their official duties, work inspectors shall take an oath before the Minister to discharge their duties honestly and sincerely, and not disclose the secrets of any industrial invention or any other secrets which may come to their knowledge by reason of their offices, even after leaving such offices. A work inspector shall carry an identification card issued by the Ministry.

Article (١٩٨)198:

Work inspectors shall have the right to:

(١) Access any firm that is subject to the provisions of the Labor Law at any time, day or night, without prior notice.
(٢) Perform any examination or investigation required to ascertain proper implementation of the Law. They may in particular:

(a) Question the employer, his representative or the workers in private or in the presence of witnesses about any matter relating to the implementation of the provisions of the Law.
(b) Review all books, records and other documents required to be kept pursuant to the provisions of this Law and related decisions, and obtain any copies or extracts therefrom.
(c) Take sample(s) of the materials used or handled in the industrial and other operations subject to inspection and believed to have a harmful effect on the health or safety of workers, for the purpose of analyzing such samples in government laboratories to determine the extent of such effect, and duly notify the employer or his representative of the same.

Article (١٩٩)199:

Employers and their agents shall facilitate for the inspectors and officials entrusted with work inspection the performance of their duties. They shall provide them with required data related to the nature of their work, respond to requests to appear before them and dispatch a representative when asked.

Article (٢٠٠)200:

A person conducting inspection shall notify the employer or his representative of his visit except where he believes that the task for which the inspection is being made requires otherwise.

Article (٢٠١)201:

A work inspector may instruct employers to amend the rules for operating their equipment and machinery at deadlines he specifies, to ensure compliance with the provisions pertaining to workers’ health and safety. In the event of a hazard threatening the workers’ health and safety, the inspector may request the immediate implementation of measures he may deem necessary to prevent such hazard.

Article (٢٠٢)202:

A work inspector shall treat with absolute secrecy complaints he receives regarding any shortage in equipment or any violation of the provisions of the Law, and shall not disclose to the employer or his representative the existence of such complaints.

Article (٢٠٣)203:

If, in the course of inspection, the inspector concludes the existence of a violation of the provisions of this Law or of any decisions issued hereunder, he shall, provide advice to the employer on how to avoid such violation, serve the employer with a verbal notice or a written warning to rectify the violation within a certain period or else draft a report recording the violation, depending on the seriousness of the violation and the other circumstances that are left to his discretion.

Article (٢٠٤)204:

Whenever the need arises, physicians, engineers, chemists, and specialists in occupational health and safety shall participate in the inspection. If necessary, the director of the labor office and inspectors may request the competent executive bodies to extend the required assistance.

Article (٢٠٥)205:

The work inspection chief at the labor office shall prepare a monthly report on the work inspection activities, the aspects of inspection, the firms inspected, the number and type of violations committed and the actions taken with respect thereto. He shall also prepare an annual report on the inspection undertaken within the jurisdiction of the labor office, its findings and effects, and include therein his comments and proposals. Copies of both reports shall be submitted to the Ministry.

Article (٢٠٦)206:

The Deputy Minister for Labor Affairs shall prepare, within a period not exceeding one hundred eighty days from the end of the year, a comprehensive annual report on work inspection in the Kingdom, addressing all matters relating to the Ministry’s monitoring of the
implementation of the provisions of the Labor Law. In particular, the report shall include the following:

(١) A statement of the provisions regulating inspection.
(٢) A list of the officials in charge of inspection.
(٣) Statistics on firms that are subject to inspection and number of their workers.
(٤) Statistics on inspectors’ visits and inspections.
(٥) Statistics on the violations committed and the penalties imposed.
(٦) Statistics on work injuries.
(٧) Statistics on occupational diseases.

Article (٢٠٧)207:

The Ministry shall prepare forms for recording violations, inspection records, notices and warnings, and shall establish the provisions necessary for the filing and use of such forms and for their distribution to labor offices.

Article (٢٠٨)208:

Training courses shall be organized for work inspectors, and shall in particular include the following:

(١) Principles for organizing inspection visits and communication with employers and workers.
(٢) Principles for auditing books, records and computers, as well as principles for organizing inspection reports and interrogation of persons.
(٣) Principles for guiding employers on the requirements of statutory provisions and the benefits of their application, and assisting them in such application.
(٤) Fundamental principles of industrial technology and means of protection against work injuries and occupational diseases.
(٥) Fundamental principles of production efficiency and its relevance to providing conditions conducive to a proper work environment.

Article (٢٠٩)209:

The Council of Ministers shall issue the Implementing Regulations needed to regulate and organize the inspection activities as provided for in this Part.

PART XIV

COMMISSIONS FOR SETTLEMENT OF LABOR DISPUTES

Article (٢١٠)210:

Commissions for settlement of labor disputes are:

(١) The Preliminary Commissions for Settlement of Disputes.
(٢) The High Commission for Settlement of Disputes.

Article (٢١١)211:

Pursuant to a decision by the Minister and following the approval of the President of the Council of Ministers, members of the preliminary commissions shall be named from among holders of degrees in Shari’ah or law.

Article (٢١٢)212:

Based on a decision by the Minister, a preliminary commission comprising one or more one-member circuits shall be formed in each labor office specified by the Minister. Each of these circuits shall decide the cases referred to it. If the commission comprises more than one circuit, the Minister shall name a head from among the members, who shall, in addition to his duties, assign the cases to commission members and organize the administrative and clerical work.

Article (٢١٣)213:

If no preliminary commission is formed in a labor office, the Minister shall, when necessary, delegate the commission formed at the nearest labor office with the duties and jurisdictions of the commission which has not been formed.

Article (٢١٤)214:

The Preliminary Commission shall have jurisdiction to:

(١) Render final decisions on:
(١.١) Labor disputes, irrespective of their type, the value of which does not exceed ten thousand riyals.
(١.٢) Objection to the penalty imposed by the employer upon the worker.
(١.٣) Imposition of the punishments provided for in this Law for a violation of which the punishment does not exceed five thousand riyals and violations with a combined punishment not exceeding five thousand riyals.
(٢) Render preliminary decisions on:
(٢.١) Labor disputes the value of which exceeds ten thousand riyals.
(٢.٢) Disputes over compensations for work injuries, irrespective of the amount of the compensation.
(٢.٣) Disputes over termination of service.
(٢.٤) Imposition of the punishments provided for in this Law for a violation the punishment of which exceeds five thousand riyals and violations with a combined punishment exceeding five thousand riyals.
(٢.٥) Imposition of punishments on violations punishable by fines and consequential punishments.

Article (٢١٥)215:

The High Commission for Settlement of Disputes shall be comprised of several circuits, each comprising not less than three members. The chairman and members of the commission who shall be holders of degrees in Shari’ah and law with expertise in labor disputes shall be named by a decision of the Council of Ministers, based on a nomination by the Minister. A decision by the Minister, based on a recommendation of the Chairman of the Commission, shall specify the number of circuits of the High Commission and their venue jurisdiction. The Chairman of the Commission shall select the heads of the circuits, assign the duties of each and supervise all administrative functions of the circuits.

Article (٢١٦)216:

Each of the circuits of the High Commission shall have jurisdiction to decide finally and definitively on all appeals brought before it against decisions of the circuits of preliminary commissions.

Article (٢١٧)217:

Decisions may be appealed within thirty days from the date of utterance of the preliminary circuit’s decisions made in the presence of the parties and from the date of notification in other cases.

Article (٢١٨)218:

If the decision of the preliminary circuit is not appealed within the period specified in the previous Article, the decision shall be deemed final and enforceable. All decisions of the circuits of the High Commission shall be deemed enforceable from the date of their issuance.

Article (٢١٩)219:

Each of these Commissions shall solely have exclusive right to consider all disputes relating to this Law and the disputes arising from work contracts. It may summon any person for interrogation or assign one of its members to conduct such interrogation. It may also require submission of documents and evidence and take any other measures it may deem fit.

The Commission shall also have the right of access to any premises of the firm for the purpose of conducting the investigation and reviewing all books, records and documents it deems necessary.

Article (٢٢٠)220:

Cases shall be filed through the competent labor office with the preliminary commissions in whose locality or under whose jurisdiction the place of work falls. Prior to referring the dispute to the Commission, the labor office shall take the necessary measures to settle the dispute amicably. The Minister shall issue a decision setting forth the relevant procedures and
rules.

Article (٢٢١)221:

Cases arising from the provisions of this Law shall be reviewed promptly.

Article (٢٢٢)222:

(١) No case shall be accepted by the commissions provided for in this Law involving a claim of the rights provided for in this Law or arising from a work contract after twelve months following termination of the work relation.
(٢) No case involving a claim of the rights provided for in the previous Labor Law shall be accepted after twelve months following the effective date of this Law.
(٣) No complaint regarding violations of the provisions of this Law or the regulations and decisions issued hereunder shall be accepted after twelve months following the date of the occurrence of the violation.

Article (٢٢٣)223:

None of the commissions provided for in this Part shall abstain from rendering its decision on the pretext of the absence of applicable provisions in this Law. In such case, the commissions shall resort to the principles of Shari’ah, established judicial precedents, norms and the principles of justice.

Article (٢٢٤)224:

The work contract parties may incorporate a clause in the work contract providing for settlement of disputes through arbitration or may agree to do so after the dispute arises. In all cases, the provisions of the Arbitration Law and its Implementing Regulations in force in the Kingdom shall apply.

Article (٢٢٥)225:

Neither of the disputing parties may bring the dispute, upon which a final decision has been rendered by one of the commissions provided for in this Part, before this Commission or other judicial bodies.

Article (٢٢٦)226:

During the reconciliation or arbitration proceedings or while the case is under review before one of the commissions provided for in this Part, the employer may not change the terms of employment applicable before the initiation of the proceedings in a way that would cause harm to the worker.

Article (٢٢٧)227:

The Commission may order the losing party to pay the other party all or part of the costs incurred by him.

Article (٢٢٨)228:

The Council of Ministers shall issue the regulations for litigation before the commissions for settlement of labor disputes.

PART XV

PUNISHMENTS

Article (٢٢٩)229:

The punishments provided for in this Part shall apply in the absence of harsher punishments provided for in any other laws.

Article (٢٣٠)230:

A fine of not less than three thousand riyals and not more than ten thousand riyals shall be imposed on any person who violates any of the provisions related to the vocational preparation of Saudi workers to replace others, as provided for in this Law and the decisions issued hereunder.

Article (٢٣١)231:

Violators of the provisions of Articles (١٦), (٢٥), (٣٣), (٣٧) and (٣٨) of this Law shall be subject to a fine of not less than two thousand riyals and not more than five thousand riyals. The fine shall be multiplied by the number of workers subject of the violation.

Article (٢٣٢)232:

Violators of the provision of Article (٣٠) of this Law shall be subject to a fine of not less than ten thousand riyals and not more than thirty thousand riyals.

Article (٢٣٣)233:

Violators of the provision of Article (٣٩) of this Law shall be subject to a fine of not less than five thousand riyals and not more than twenty thousand riyals, and the fine shall be multiplied by the number of persons subject of the violation. The worker shall be repatriated at the expense of the person who employs him.

Article (٢٣٤)234:

An employer or any person responsible for violation of the provisions of Chapters Two, Three and Four of Part VI of this Law, or any decisions issued hereunder shall be subject to a fine of not less than two thousand riyals and not exceeding five thousand riyals for each violation.

Article (٢٣٥)235:

An employer who violates the provision of Article (٩٠) of this Law shall be subject to a fine of not less than five hundred riyals and not more than three thousand riyals. The fine shall be multiplied by the number of the workers subject of the violation.

Article (٢٣٦)236:

Any person who violates the provisions of Chapters One and Two of Part VIII of this Law and the rules issued in accordance with the provision of Article (١٢١) of this Law shall be subject to a fine of not less than three thousand riyals and not more than ten thousand riyals for each violation or closing down the firm for not more than thirty days or permanently. The fine and the closing down may be combined along with the elimination of
the source of the hazard.

Article (٢٣٧)237:

Without prejudice to the punishment provided for in other laws applicable to those who obstruct an official in the course of his duties, violators of the provisions of Article (١٩٩) of this Law shall be subject to a fine of not less than five thousand riyals and not more than ten thousand riyals.

Article (٢٣٨)238:

Any employer, project manager or worker who refuses or delays execution of an arbitration award or a final decision rendered by any of the labor dispute settlement commissions shall be subject to a fine of not less than ten thousand riyals and not more than thirty thousand riyals.

Article (٢٣٩)239:

A violator of any of the provisions of this Law and the regulations and decisions issued hereunder shall be subject to a fine of not less than two thousand riyals and not more than five thousand riyals, for punishments not provided for herein.

Article (٢٤٠)240:

If the violation is repeated within ninety days or the violator fails to correct it within the specified period, the fine shall be doubled.

Article (٢٤١)241:

In all cases, the violator may pay the maximum prescribed fine as provided for in this Part without resorting to the Commission for Settlement of Labor Disputes.

Article (٢٤٢)242:

Proceeds of fines collected on account of violations of the provisions of this Law and the regulations and decisions issued hereunder shall eventually be deposited with the Human Resources Development Fund.

PART XVI

CONCLUDING PROVISIONS

Article (٢٤٣)243:

The Minister shall issue, within one hundred eighty days from the effective date of this Law, the decisions and regulations necessary for implementing the provisions of this Law. The Implementing Regulations shall be published in the Official Gazette.

Article (٢٤٤)244:

This Law shall supersede the Labor and Workers Law promulgated by Royal Decree No. (M/٢١), dated ٦ Ramadan ١٣٨٩H and shall repeal all the provisions that are inconsistent with it. Regulations and decisions issued prior to the effective date of this Law shall remain in effect until they are amended.

Article (٢٤٥)245:

This Law shall be published in the Official Gazette and shall come into effect one hundred eighty days after the date of its publication.

Date of issuance
23 / 8 / 1426
Date of Publication
25 /9 /1426