Employees can resign voluntarily with written notice.

In certain situations, an employee can resign without notice, including:

• When the employer doesn't meet key contractual or legal obligations
• If the employer misrepresented the job or working conditions during hiring
• If the employer assigns duties that significantly differ from those in the contract (except for temporary adjustments up to 30 days per year)
• In cases of violence, immoral behavior, or abuse by the employer, supervisor, or their family members
• If the employee faces persistent cruelty, injustice, or verbal abuse
• When the workplace poses serious health or safety risks that the employer doesn't address
• If the employer's actions, such as unfair treatment or breach of contract, effectively force the employee to resign
• During the probationary period, employees can also resign without notice

The employee must submit their resignation in writing and then on the Qiwa platform.

• During probation, either party can terminate the contract without notice.
• After probation, 30 days if the employee initiates the resignation.

Employees are entitled to:

• Half a month's wage for each of the first five years of service
• One month's wage for each additional year after that

Employees who resign within the first two years aren't entitled to gratuity, unless otherwise stated in their contract.

If eligible, the employee will be paid:

• Unused annual leave
• Any other outstanding dues

Under Article 74, an employment contract may be terminated by employer and employee's mutual written consent. The worker's agreement must be in writing to be valid and enforceable.

EOSB is applicable in MTAs. When employment ends, the employer needs to give the employee an end-of-service benefit equal to:

• Half a month's salary for each of the first five years of service, and
• A full month's salary for each additional year.

This calculation is based on the employee's final full monthly wage.

Payment for any unused leave.

Upon request, the employer must provide a work certificate stating the employee's job title, employment dates, and last salary. If it includes any negative remarks, the employer must explain the reason.

During the notice period, employees are entitled to eight paid hours per week or one paid day per week to look for another job.

Neither employers nor employees need to give notice if the contract ends on the agreed-upon expiry date. However, it's common for either party to confirm in writing at least 30 days before the end of the contract whether they want to renew or end the contract.

Employees are entitled to an end-of-service award (gratuity), calculated as:

• Half a month's wage for each of the first five years.
• One month's wage for each subsequent year.

If the contract duration is less than two years, the gratuity may not be applicable unless otherwise agreed.

• Payment for any unused annual leave balance.
• Final salary and any outstanding dues (e.g., bonuses, commissions).
• Certificate of service upon request (as required by law).
• Repatriation costs for expat employees (if applicable).

If the employer terminates the contract before its expiry without a valid reason, they need to give 60-days' notice.

The employee is entitled to the same end-of-service award as if the contract ended normally. Compensation for unjust termination may apply (typically the wage for the remainder of the contract).

• Payment for unused leave, final salary, and any other contractual entitlements.
• Repatriation costs if applicable.
• Additional compensation if termination violates contractual terms or labor law.

Employers can initiate termination for valid business reasons (e.g., restructuring, role no longer required).

The employer must clearly communicate the reason in writing and properly document the business case.

Minimum notice period is 60 calendar days if the employee is on an indefinite contract.

If the employer doesn't give notice, they have to give payment in lieu (60 days' worth of wages)

Severance/End of Service Benefits (EOSB) is applicable in cases of redundancy.

Unused leave

Under Saudi Labor Law (Article 88), if the employer terminates the employee, the final payment (wages, EOSB, unused leave, etc.) must be settled within seven days from the employee's last working day. If the employee resigns, the final payment must be settled within 14 days from the date of resignation acceptance or last working day, whichever is earlier.

Employers who fail to pay final entitlements on time may face:

• Fines issued by MHRSD.
• Suspension of government services (e.g., work visas, GOSI transactions).
• Labor court claims by the employee.

The employer must process the Final Exit Visa once the employment contract ends, ensuring all dues (like final salary, EOSB, and any fines) are cleared beforehand.

Employees can apply for the Final Exit Visa through Absher or Qiwa themselves once their contract has ended or expired, but employers are notified and have ten working days to object for legitimate reasons like pending disputes.

Employers are still responsible for ensuring the employee actually leaves the country. If that doesn't happen, you need to cancel the visa and report the situation to the authorities.

Under Article 40 of the Saudi Labor Law:

There are some exceptions where the employee has to pay for their own ticket:

• Employees resigning before contract completion.
• Employees terminating during probation.
• Employees opting for sponsorship transfer instead of final exit, where the new employer assumes the ticket costs.