HR & Employee Relations Advisory

What do we offer in this area?

• Reviewing employment contracts and hiring and termination decisions
• Examining disciplinary procedures and investigations
• Reviewing policies, regulations and employee relations

The scope of work and required documents are determined after reviewing the matter and agreeing on the engagement.

Labor Law Advisory for HR Departments

HR departments make daily decisions with direct legal effect: a job offer, a wage change, a warning, accepting a resignation, or terminating a contract. Labor Law advisory aims to review these decisions before they are issued, because correcting a procedure after it reaches the Wadi platform or the Labor Court is harder and more costly for the business.

• Reviewing job offer templates and employment contracts
• The opinion on decisions of transfer, assignment, and wage adjustment
• Reviewing warnings, penalties, and termination decisions
• Preparing final settlement releases and end-of-service letters

The Employment Contract and Its Documentation on the Qiwa Platform

Following its amendment, the Labor Law now requires that the employment contract be in writing and documented, and the Ministry provides a standard template covering the basic details such as wage, allowances, type and place of work, and contract term; the Arabic text prevails if another language is used alongside it. The contract is documented electronically through the Qiwa platform after both parties' approval. It is important for the business that the platform data match the job offer and any internal addendum, and that the probationary period be stated explicitly. For details, read The Employment Contract under Saudi Law.

The 2025 Labor Law Amendments and Their Effect on Management Decisions

The Labor Law amendments took effect on February 19, 2025, and affected procedures that HR departments use daily; they are covered in detail in the article 2025 Labor Law Amendments. Among the most notable are:

• The notice period in the unlimited-term contract is 60 days if terminated by the employer and 30 days if terminated by the employee
• Resignation is in writing, and is deemed accepted after 30 days without a response; accepting it may be deferred for up to 60 days for the benefit of the work
• The probationary period is stated in the contract and does not exceed 180 days
• Maternity leave: 12 weeks fully paid

Work Regulations and Disciplinary Procedures

A business needs an approved internal work regulation that has been announced to employees, as it is the reference for violations, penalties, working hours, and leave. The office reviews the regulation's consistency with the contracts and actual practice, and it can be prepared or updated under the Drafting & Review of Policies and Regulations service. When a serious violation occurs, the process is coordinated with the Internal Investigations service before any decision to terminate.

Frequently asked questions

Is Documenting the Employment Contract on Qiwa Required?

After the 2025 amendments, the Labor Law required the employment contract to be in writing and documented in accordance with the relevant provisions, and the Qiwa platform allows contracts to be created and documented electronically after the employee's approval. Nevertheless, failure to document the contract does not forfeit the employee's rights, since he may prove the relationship by all means of proof; documentation therefore protects the business against disputes over wages, duration, and job title.

What Is the Notice Period When a Business Terminates an Indefinite-Term Contract?

After the amendments effective February 19, 2025, the notice period became 60 days if termination is by the employer and 30 days if by the employee, in an unlimited-term contract. The contract and the reason for termination should be reviewed before deciding, because termination for an unlawful reason may give rise to compensation under Article 77 in addition to other entitlements.

Is On-Demand Advice Enough, or Does the Business Need Ongoing Support?

This depends on the size of the business and the number of its labor decisions. Some businesses are content to seek an opinion only for significant decisions such as termination and penalties, while others prefer ongoing follow-up under a legal subscription that defines the scope of consultations, response time, and reporting. In both cases, what matters is that decisions with material effect are presented before they are adopted, not after they are carried out.