Types of leave under Saudi Labour Law

Last checked: 6 September 2026.

Check whether the Labour Law applies

This overview is aimed at employees covered by the general Saudi Labour Law. Domestic workers and people treated as domestic workers are excluded from these provisions and have separate regulations. A contract or workplace policy may provide more generous leave, but it should not be read as reducing a statutory minimum that applies to the worker.

Annual leave

Article 109 provides at least 21 days of paid annual leave for each year, increasing to at least 30 days after five consecutive years with the same employer. The leave is to be taken in the year it falls due. The employer may schedule it for operational reasons and must give the statutory notice. Postponement rules depend on whether the worker agrees and how long the leave is deferred.

When employment ends, Article 111 provides pay for accrued leave not taken, including a proportion for part of a year. Keep approved requests, leave balances and payslips so that any final calculation can be checked.

Sick leave

Where illness is proved, Article 117 provides, during the relevant one-year period, full pay for the first 30 days, three-quarters pay for the next 60 days and no pay for the following 30 days. The days may be continuous or intermittent; the one-year period begins with the first sick leave. Follow the employer’s reporting process and provide evidence through an accepted health channel.

Marriage, bereavement and a new child

Article 113 provides paid leave as follows:

• five days on marriage;
• five days following the death of a spouse, ascendant or descendant;
• three days following the death of a brother or sister; and
• three days on the birth of a child, taken within seven days of the birth.

The event-based periods are counted as specified in the law, and the employer may ask for supporting documents. Give notice as soon as reasonably possible and keep proof of the event and request.

Maternity and widow’s leave

Article 151 provides 12 weeks of maternity leave on full pay. Six weeks after childbirth are mandatory; the remaining six may be distributed as the worker chooses, beginning up to four weeks before the expected birth date, which must be supported by a certified medical certificate. The article also provides for an unpaid extension and additional leave where a sick child or child with special needs requires continuous care.

Article 160 has separate widow’s-leave provisions. A Muslim worker whose husband dies receives a fully paid waiting-period leave of at least four months and ten days, with a pregnancy-related extension where applicable. A non-Muslim worker whose husband dies receives 15 days on full pay.

Hajj, examinations and unpaid leave

A worker who has not previously performed Hajj may, after at least two consecutive years with the employer, receive paid Hajj leave once during their service. Article 114 sets a range of 10 to 15 days including Eid al-Adha, and lets the employer manage how many workers receive it each year.

Article 115 covers examination leave. Pay depends on whether the employer approved the studies, whether the academic year is being repeated and whether annual leave is available. The worker must apply with the required notice and may be asked for proof of the examination.

Unpaid leave requires the employer’s consent, with the duration agreed by both sides. Under Article 116, the contract is treated as suspended where unpaid leave exceeds 20 days unless the parties agree otherwise. Record the agreement, dates and effect on benefits in writing before leave starts.

Public holidays

Workers are entitled to paid leave on holidays and occasions specified by the implementing rules. Because official dates and workplace arrangements can vary, confirm the current calendar with HR and an official Saudi announcement rather than relying on an old list of Hijri dates.