Late salary, dismissal without reason, an end-of-service award that was never paid, or a malicious absconding report. Or an employer facing a worker who walked out or breached the contract. Usus Law Firm’s office in Al Olaya, Riyadh, handles labour cases for employees and employers, from amicable settlement to the Labour Court in Riyadh. We advise expatriate employees in English.
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Quick answer
Usus Law Firm's Riyadh office (Al Olaya) handles labour cases for employees and employers in English and Arabic: end-of-service award, unfair dismissal under Article 77, late wages and absconding reports, from amicable settlement through the Ministry of Human Resources to the Labour Court in Riyadh. The first consultation is free.
- A labour claim is not heard after twelve months from the end of employment.
- Article 77 compensation is paid in addition to the end-of-service award.
- Phone and WhatsApp: +966 53 034 9349.
Last updated:
Watch the deadline first
A labour claim is not heard after twelve months from the end of the employment relationship. If your job has ended, do not delay your claim. Check the current official text of the Labour Law.
Labour cases we handle
| Case | Read more |
|---|---|
| End-of-service award | Article 84 and the end-of-service calculator |
| Unfair dismissal and compensation | Article 77 and the Article 77 calculator |
| Dismissal without award | Article 80 |
| Leaving and keeping your rights | Article 81 |
| Late wages | Wage Protection System |
| Absconding (huroob) report | Absconding report and the 60-day period |
| Resignation and notice | Resignation and Article 75 notice |
Stages of a labour case in Riyadh
- Complaint and amicable settlement: the claim is filed online through the Ministry of Human Resources services and starts with a settlement session. See labour office complaints.
- Labour Court: if settlement fails, the case goes to the Labour Court in Riyadh. See filing a labour case.
- Judgment and enforcement: we follow enforcement until you are paid.
Compensation for unfair dismissal (Article 77)
Unless the contract sets its own compensation, the party harmed by termination for an unlawful reason is entitled to: in an indefinite contract, fifteen days’ wage for each year of service; in a fixed-term contract, the wage for the remaining term; and in both, no less than two months’ wage. It is paid in addition to the end-of-service award, not instead of it.
| Contract | Monthly wage | Service | Compensation |
|---|---|---|---|
| Indefinite | SAR 8,000 | 10 years | SAR 40,000 |
| Indefinite | SAR 9,000 | 1 year | SAR 18,000 (two-month minimum) |
| Fixed-term | SAR 6,000 | 7 months remaining | SAR 42,000 |
Leaving with your rights (Article 81)
An employee may leave without notice and keep all rights if the employer breaches essential obligations, such as months of unpaid salary or failing to renew the iqama or work permit, deceived the employee when contracting, assigned substantially different work without consent, or treated the employee with cruelty or insult. The full award is then due, not the reduced resignation rate. Document the breach before you leave, and write to the employer that you are leaving under Article 81; do not write a plain “resignation”.
For employers
We represent companies in labour claims and review employment contracts, internal rules and termination procedures before they turn into disputes. See employment contract template and probation period.
Frequently asked questions
When does a labour claim expire?
A labour claim is not heard after twelve months from the end of the employment relationship, so do not delay.
Do I go straight to court?
No. A claim starts with amicable settlement through the Ministry of Human Resources, then goes to the Labour Court if no agreement is reached.
I was dismissed without reason. What are my rights?
Your end-of-service award, any late wages, and compensation for termination for an unlawful reason, claimed in the labour case.
Is an employee on probation entitled to Article 77 compensation?
Usually not, because either party may end the contract during probation without compensation, unless the contract says otherwise.
Do you represent employers too?
Yes. We represent both employees and employers, and review contracts and rules to reduce disputes.
Our Riyadh office
Al Olaya district, at the intersection of Khurais Road and Olaya Street, Building 3061, first floor, office 8 (next to Al Alsun International School), Riyadh 12611.
Hours: Sunday to Thursday 9 am to 1 pm and 6 to 9 pm; Saturday 6 to 9 pm. Phone and WhatsApp: +966 53 034 9349
The first consultation is free, in person at the office or remotely by phone or video call. We advise in English and Arabic. All the services of the office are on Lawyer in Riyadh.
This page is general information and is not a substitute for advice on your case. Court proceedings in Saudi Arabia are in Arabic; the official, current Arabic text of each law prevails.