{"id":7375,"date":"2026-10-07T14:05:18","date_gmt":"2026-10-07T11:05:18","guid":{"rendered":"https:\/\/ususlawfirm.com\/article-75-saudi-labor-law\/"},"modified":"2026-10-07T14:05:18","modified_gmt":"2026-10-07T11:05:18","slug":"article-75-saudi-labor-law","status":"publish","type":"post","link":"https:\/\/ususlawfirm.com\/en\/article-75-saudi-labor-law\/","title":{"rendered":"Article 75 of the Saudi Labour Law after the 2025 Amendment: Notice Periods for Open-Ended Contracts"},"content":{"rendered":"<style>.usus-tbl{border-collapse:collapse;width:100%;max-width:760px;margin:12px 0 20px;font-size:15px}.usus-tbl th{background:#f4eff9;color:#2A124A;font-weight:700;text-align:right;padding:9px 12px;border-bottom:2px solid #C9A227}.usus-tbl td{padding:9px 12px;border-bottom:1px solid #e5ddec;vertical-align:top}<\/style>\n<div dir=\"ltr\" style=\"text-align: left;\">\n<p><strong>Article 75 of the Saudi Labour Law<\/strong> governs ending an <strong>indefinite (open-ended) contract<\/strong> for a valid reason: who notifies whom, how many days ahead, and what happens if notice is not given. It was amended in the Labour Law changes applied from February 2025, so the worker&#8217;s notice period is now shorter than the employer&#8217;s.<\/p>\n<h2>Notice periods after the amendment<\/h2>\n<table class=\"usus-tbl\">\n<thead>\n<tr>\n<th>Wage<\/th>\n<th>If the worker ends the contract<\/th>\n<th>If the employer ends the contract<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>Monthly wage<\/td>\n<td>At least 30 days<\/td>\n<td>At least 60 days<\/td>\n<\/tr>\n<tr>\n<td>Non-monthly wage (daily, weekly&#8230;)<\/td>\n<td>At least 30 days<\/td>\n<td>At least 30 days<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>Notice must be <strong>in writing<\/strong> and based on a valid reason; the contract may set a longer period but not a shorter one. Before the amendment it was 60 days for both sides on a monthly wage. <em>Periods as announced in the 2025 amendments; check the latest official text, as some categories may differ.<\/em><\/p>\n<h2>What if notice is not observed?<\/h2>\n<p>The party ending the contract without notice, or before the notice runs out, must pay the other the <strong>wage for the notice period<\/strong> or what remains of it, based on the last wage.<\/p>\n<h2>Notice, end-of-service award and compensation are three different rights<\/h2>\n<ul>\n<li><strong>Pay in lieu of notice<\/strong> (Article 75): due when notice is not observed.<\/li>\n<li><strong>End-of-service award<\/strong>: a separate right; see <a href=\"https:\/\/ususlawfirm.com\/en\/article-84-saudi-labor-law\/\">Article 84<\/a> and the <a href=\"https:\/\/ususlawfirm.com\/en\/end-of-service-calculator-saudi-arabia\/\">end-of-service calculator<\/a>.<\/li>\n<li><strong>Compensation for unlawful termination<\/strong>: where there is no valid reason; see <a href=\"https:\/\/ususlawfirm.com\/en\/article-77-saudi-labor-law\/\">Article 77<\/a> and the <a href=\"https:\/\/ususlawfirm.com\/en\/article-77-compensation-calculator\/\">Article 77 calculator<\/a>.<\/li>\n<\/ul>\n<h2>Examples<\/h2>\n<table class=\"usus-tbl\">\n<thead>\n<tr>\n<th>Case<\/th>\n<th>Result<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>A monthly-paid worker resigns with 30 days&#8217; notice<\/td>\n<td>Valid notice after the amendment<\/td>\n<\/tr>\n<tr>\n<td>An employer ends a monthly-paid worker&#8217;s contract with only 30 days&#8217; notice<\/td>\n<td>Owes 30 more days&#8217; wages (60 are required)<\/td>\n<\/tr>\n<tr>\n<td>A worker leaves immediately without notice<\/td>\n<td>May be asked to pay the notice wage<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h2>When Article 75 does not apply<\/h2>\n<ul>\n<li><strong>Fixed-term contracts<\/strong> end on their date; early termination falls under Article 77 and the contract.<\/li>\n<li><strong>Probation<\/strong> has its own rules; see <a href=\"https:\/\/ususlawfirm.com\/en\/probation-period-saudi-labor-law\/\">the probation period<\/a>.<\/li>\n<li>Dismissal without award or notice under <a href=\"https:\/\/ususlawfirm.com\/en\/article-80-saudi-labor-law\/\">Article 80<\/a>, and a worker leaving for the employer&#8217;s breach under <a href=\"https:\/\/ususlawfirm.com\/en\/article-81-saudi-labor-law\/\">Article 81<\/a>.<\/li>\n<\/ul>\n<p>Read <a href=\"https:\/\/ususlawfirm.com\/en\/resignation-ending-employment-saudi\/\">resignation and ending employment<\/a> and <a href=\"https:\/\/ususlawfirm.com\/en\/article-74-saudi-labor-law\/\">Article 74<\/a>.<\/p>\n<h2>A dispute over notice or dues?<\/h2>\n<p>The <strong>Usus Law Firm<\/strong> team handles <a href=\"https:\/\/ususlawfirm.com\/en\/service\/labor-cases\/\">labour cases<\/a> for workers and employers, in <a href=\"https:\/\/ususlawfirm.com\/en\/lawyer-in-riyadh\/\">Riyadh<\/a> and <a href=\"https:\/\/ususlawfirm.com\/en\/lawyer-in-tabuk\/\">Tabuk<\/a>.<\/p>\n<p style=\"font-size:12.5px;color:#6a6178;border-top:1px solid #e6ddd0;padding-top:10px;margin-top:16px\"><em>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.<\/em><\/p>\n<div class=\"usus-qbox\">\n<h2>Request a quick consultation<\/h2>\n<p>Leave your name and mobile number, and a lawyer from our Riyadh or Tabuk office will call you during working hours. We advise in English.<\/p>\n\n<div class=\"wpcf7 no-js\" id=\"wpcf7-f6963-o1\" lang=\"en-US\" dir=\"ltr\" data-wpcf7-id=\"6963\">\n<div class=\"screen-reader-response\"><p role=\"status\" aria-live=\"polite\" aria-atomic=\"true\"><\/p> <ul><\/ul><\/div>\n<form action=\"\/en\/wp-json\/wp\/v2\/posts\/7375#wpcf7-f6963-o1\" method=\"post\" class=\"wpcf7-form init\" aria-label=\"Contact form\" novalidate=\"novalidate\" data-status=\"init\">\n<fieldset class=\"hidden-fields-container\"><input type=\"hidden\" name=\"_wpcf7\" value=\"6963\" \/><input type=\"hidden\" name=\"_wpcf7_version\" value=\"6.2\" \/><input type=\"hidden\" name=\"_wpcf7_locale\" value=\"en_US\" \/><input type=\"hidden\" name=\"_wpcf7_unit_tag\" value=\"wpcf7-f6963-o1\" \/><input type=\"hidden\" name=\"_wpcf7_container_post\" value=\"0\" \/><input type=\"hidden\" name=\"_wpcf7_posted_data_hash\" value=\"\" \/>\n<\/fieldset>\n<span id=\"wpcf7-6aca4cf1c0e9f-wrapper\" class=\"wpcf7-form-control-wrap cf7apps-honeypot-wrap honeypot-qf-wrap\" style=\"position:absolute;width:1px;height:1px;padding:0;margin:-1px;overflow:hidden;clip:rect(0,0,0,0);white-space:nowrap;border:0;\"><label for=\"wpcf7-6aca4cf1c0e9f-field\" class=\"hp-message\">Please leave this field empty.<\/label><input id=\"wpcf7-6aca4cf1c0e9f-field\"  class=\"wpcf7-form-control wpcf7-text\" type=\"text\" name=\"honeypot-qf\" value=\"\" autocomplete=\"new-password\" tabindex=\"1000\" data-cf7apps-tabindex=\"1000\" \/><\/span>\n<div class=\"usus-qf\">\n<div class=\"f\"><label for=\"q-name\">Name<\/label><span class=\"wpcf7-form-control-wrap\" data-name=\"q-name\"><input size=\"40\" maxlength=\"400\" class=\"wpcf7-form-control wpcf7-text wpcf7-validates-as-required\" id=\"q-name\" autocomplete=\"name\" aria-required=\"true\" aria-invalid=\"false\" placeholder=\"Your name\" value=\"\" type=\"text\" name=\"q-name\" \/><\/span><\/div>\n<div class=\"f\"><label for=\"q-phone\">Mobile<\/label><span class=\"wpcf7-form-control-wrap\" data-name=\"q-phone\"><input size=\"40\" maxlength=\"400\" class=\"wpcf7-form-control wpcf7-tel wpcf7-validates-as-required wpcf7-text wpcf7-validates-as-tel\" id=\"q-phone\" autocomplete=\"tel\" aria-required=\"true\" aria-invalid=\"false\" placeholder=\"05xxxxxxxx\" value=\"\" type=\"tel\" name=\"q-phone\" \/><\/span><\/div>\n<div class=\"f\"><label for=\"q-city\">City<\/label><span class=\"wpcf7-form-control-wrap\" data-name=\"q-city\"><select class=\"wpcf7-form-control wpcf7-select wpcf7-validates-as-required\" id=\"q-city\" aria-required=\"true\" aria-invalid=\"false\" name=\"q-city\"><option value=\"Riyadh\">Riyadh<\/option><option value=\"Tabuk\">Tabuk<\/option><option value=\"Other city\">Other city<\/option><\/select><\/span><\/div>\n<div class=\"f w\"><label for=\"q-msg\">Your case in brief (optional)<\/label><span class=\"wpcf7-form-control-wrap\" data-name=\"q-msg\"><textarea cols=\"40\" rows=\"2\" maxlength=\"600\" class=\"wpcf7-form-control wpcf7-textarea\" id=\"q-msg\" aria-invalid=\"false\" placeholder=\"One or two lines are enough\" name=\"q-msg\"><\/textarea><\/span><\/div>\n<div class=\"s\"><input class=\"wpcf7-form-control wpcf7-submit has-spinner\" type=\"submit\" value=\"Request a call from a lawyer\" \/><\/div>\n<\/div><div class=\"wpcf7-response-output\" aria-hidden=\"true\"><\/div>\n<\/form>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Article 75 of the Saudi Labour Law governs ending an indefinite (open-ended) contract for a valid reason: who notifies whom, how many days ahead, and what happens if notice is not given. It was amended in the Labour Law changes applied from February 2025, so the worker&#8217;s notice period is now shorter than the employer&#8217;s. [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":7291,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[85,81],"tags":[],"class_list":["post-7375","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-labor-law","category-saudi-laws-explained"],"acf":[],"featured_image_src":{"landsacpe":["https:\/\/ususlawfirm.com\/wp-content\/uploads\/2026\/01\/labor-lawyer-riyadh-tabuk-1140x445.jpg?wsr",1140,445,true],"list":["https:\/\/ususlawfirm.com\/wp-content\/uploads\/2026\/01\/labor-lawyer-riyadh-tabuk-463x348.jpg?wsr",463,348,true],"medium":["https:\/\/ususlawfirm.com\/wp-content\/uploads\/2026\/01\/labor-lawyer-riyadh-tabuk-300x300.jpg?wsr",300,300,true],"full":["https:\/\/ususlawfirm.com\/wp-content\/uploads\/2026\/01\/labor-lawyer-riyadh-tabuk.jpg?wsr",1200,1200,false]},"_links":{"self":[{"href":"https:\/\/ususlawfirm.com\/en\/wp-json\/wp\/v2\/posts\/7375","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/ususlawfirm.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/ususlawfirm.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/ususlawfirm.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/ususlawfirm.com\/en\/wp-json\/wp\/v2\/comments?post=7375"}],"version-history":[{"count":0,"href":"https:\/\/ususlawfirm.com\/en\/wp-json\/wp\/v2\/posts\/7375\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/ususlawfirm.com\/en\/wp-json\/wp\/v2\/media\/7291"}],"wp:attachment":[{"href":"https:\/\/ususlawfirm.com\/en\/wp-json\/wp\/v2\/media?parent=7375"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/ususlawfirm.com\/en\/wp-json\/wp\/v2\/categories?post=7375"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/ususlawfirm.com\/en\/wp-json\/wp\/v2\/tags?post=7375"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}