Saudi Labour Law Training Course

Participants can structure lawful recruitment and probation processes for Saudi and non-Saudi employees.

• Draft lawful job advertisements without prohibited discriminatory selection criteria
• Verify work-permit, profession and transfer conditions for non-Saudi hires
• Use Qiwa employment-contract workflows and approved contract fields
• Assess Nitaqat Saudization classifications before workforce and recruitment decisions
• Document candidate selection evidence for defensible recruitment decisions
• Set probation clauses within statutory duration and extension limits
• Calculate recruitment cost exposure when sponsorship or transfer arrangements fail

Participants can prepare and review employment contracts that reflect Saudi legal requirements.

• Classify fixed-term, indefinite-term, part-time and flexible work arrangements
• Prepare Arabic employment contracts with required pay, duration and notice terms
• Reconcile bilingual contract wording where Arabic text governs interpretation
• Specify place of work, hours, benefits and legitimate mobility provisions
• Control contract amendments through written consent and Qiwa documentation
• Assess fixed-term renewal consequences and implied conversion risks
• Distinguish employee transfers from assignment changes requiring contractual authority

Participants can administer working time, overtime, leave and attendance records lawfully.

• Calculate ordinary working hours, Ramadan reductions and weekly rest entitlements
• Authorize overtime using statutory limits, approvals and premium-pay calculations
• Structure shift rosters consistent with rest breaks and maximum hours
• Record attendance evidence suitable for wage and overtime dispute resolution
• Apply annual leave accrual, scheduling, carry-forward and cash-settlement rules
• Assess sick leave, Hajj leave and statutory paid-leave entitlements
• Coordinate maternity, paternity and childcare protections with absence management

Participants can apply lawful wage-payment, deduction and final-settlement controls.

• Define wage components: basic salary, allowances, deductions and variable pay
• Calculate lawful deductions, damage recovery limits and written authorisations
• Operate Wage Protection System submissions through Mudad payroll controls
• Reconcile payroll records, bank transfers and signed employee acknowledgements
• Handle late-payment complaints and evidence of wage-payment compliance
• Apply end-of-service benefit formulas to common separation scenarios
• Separate statutory entitlements from discretionary bonus and commission schemes

Participants can conduct fair disciplinary processes supported by reliable evidence and records.

• Build workplace rules and disciplinary schedules aligned with approved regulations
• Investigate misconduct using allegation, evidence, interview and findings records
• Apply proportionality when selecting warnings, suspension, deductions or dismissal
• Protect employee hearing rights before imposing disciplinary sanctions
• Document absence, misconduct and performance concerns using contemporaneous records
• Distinguish disciplinary dismissal grounds from ordinary termination routes
• Manage harassment complaints, confidentiality and anti-retaliation safeguards

Participants can assess employment separation options and prepare legally sound documentation.

• Set measurable performance expectations and preserve fair review evidence
• Apply statutory notice periods, delivery methods and notice-pay calculations
• Assess resignation, mutual termination and employer-initiated termination documentation
• Test dismissal decisions against serious-misconduct grounds and evidential thresholds
• Calculate termination exposures, including notice, leave and service benefits
• Prepare separation letters, clearance forms and final-settlement documentation
• Control access, data return and post-employment obligation handovers

Participants can manage protected employee situations with appropriate safeguards and documentation.

• Apply anti-discrimination principles to recruitment, pay, promotion and dismissal decisions
• Manage pregnancy, maternity leave and return-to-work protections lawfully
• Accommodate disability-related needs within Saudi employment-law requirements
• Address workplace violence and harassment through complaint and investigation procedures
• Protect personal data in employee files, investigations and HR systems
• Balance confidentiality with disclosure duties during sensitive employee cases
• Escalate safeguarding concerns through documented internal reporting channels

Participants can prepare and manage employment disputes from internal grievance to formal claim.

• Select internal resolution, amicable settlement and labour-court routes
• Prepare claim files using contracts, payroll, attendance and correspondence evidence
• Frame factual chronologies and remedies for conciliation submissions
• Respond to employee claims without admissions that prejudice defence
• Assess limitation periods, jurisdiction and monetary remedy calculations
• Use settlement agreements with release, payment and confidentiality terms
• Preserve electronic evidence and witness records for contested proceedings

Participants can assess HR compliance gaps and produce a prioritised workplace improvement plan.

• Audit personnel files against contract, payroll, leave and disciplinary requirements
• Build a Saudi Labour Law compliance calendar with owners
• Prioritise findings using likelihood, impact and control-effectiveness ratings
• Design HR policies that translate statutory duties into workflows
• Assign Qiwa, Mudad and GOSI compliance responsibilities through RACI
• Report labour-law risks to management with corrective-action deadlines
• Create a 90-day Saudi workplace compliance action plan