Article 80 of the Saudi Labor Law (المادة 80 من نظام العمل) lists the cases in which an employer may terminate an employee's contract without an end-of-service award, without notice and without compensation. That makes it the most dangerous article for employees, the one employers rely on most, and the one most disputed before the Labor Courts. This guide explains its grounds and conditions, and when a dismissal under it can be challenged.
The basic condition before any Article 80 dismissal
The article requires the employer to give the employee the opportunity to state the reasons for objecting to the termination. A sudden dismissal with no investigation and no hearing of the employee's side weakens the employer's position even if the violation really happened. The employer must also prove the ground it relied on.
Grounds for dismissal under Article 80
| # | Ground | Condition |
|---|---|---|
| 1 | Assaulting the employer, the responsible manager or a superior | It occurs during work or because of it. |
| 2 | Failing to perform essential obligations, disobeying lawful orders, or deliberately breaching announced safety instructions | A written warning must come first. |
| 3 | Misconduct, or an act that breaches honor or trust | It is proven. |
| 4 | A deliberate act or omission intended to cause the employer financial loss | The employer reports it to the competent authorities within 24 hours of learning of it. |
| 5 | Forgery to obtain the job | It is proven. |
| 6 | An employee hired on probation | During the probation period. |
| 7 | Absence without a legitimate reason | More than 30 separate days in the contract year or more than 15 consecutive days, after a written warning at 20 days in the first case and 10 days in the second. |
| 8 | Unlawfully using the position for personal gain | It is proven. |
| 9 | Disclosing the employer's industrial or commercial secrets | It is proven. |
The table summarizes the text. Check the current official text of the Labor Law on the Bureau of Experts at the Council of Ministers platform before taking any action.
When can an Article 80 dismissal be challenged?
- The employee was not heard and had no chance to object before the dismissal.
- No written warning came first in cases where the law requires one, such as absence and failure to perform obligations.
- The reason was not proven, for example an accusation of breach of trust with no evidence.
- The employer was late in reporting the deliberate loss beyond the set period.
- The real reason was hidden, such as dismissal after the employee claimed their rights.
If it is shown that the dismissal did not meet the conditions of Article 80, it may be treated as termination for an illegitimate reason, and the employee is then entitled to the end-of-service award and compensation under Article 77.
For employers: how to apply Article 80 correctly
- Document the violation: reports, messages, attendance records and witnesses.
- Issue the written warning where the law requires it, and keep proof that it was received.
- Call the employee in to hear their account, and record it in written minutes.
- Issue the termination decision in writing, stating the specific ground that applies.
Article 80 and Article 81
Article 81 is the employee's counterpart. It sets out cases in which the employee may leave without notice while keeping all their rights, such as the employer breaching its essential obligations, assaulting the employee or treating them in a degrading way. An employee forced to leave for one of these reasons is not treated as having resigned.
Frequently asked questions
Does an employee dismissed under Article 80 lose all their rights?
They lose the award, compensation and notice, but remain entitled to wages for the time they worked and any overdue wages. Losing these rights depends on the article having been applied correctly.
How long do I have to challenge a dismissal?
The Labor Law provides that labor claims will not be heard after twelve months from the end of the employment relationship. Acting early is better for preserving evidence.
Can an employer dismiss under Article 80 years after the violation?
A long delay by the employer after learning of the violation, without taking action, weakens its position and may be read as waiving its right to rely on it.
Dismissed under Article 80?
Have a lawyer review your case before you sign any final settlement (clearance). The Usus Law Firm team handles labor cases for employees and employers in Riyadh and Tabuk, and can advise you in English. Work out your entitlements with the end-of-service calculator.
Read also: Article 81 explained.
Read also: Article 74 explained.
This article is general legal information and is not a substitute for advice on your specific case. Court proceedings in Saudi Arabia are in Arabic; the official Arabic text of each law prevails.
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