Labeeb Guide · Work rights & working life · last reviewed 25 September 2026 · informational, not legal advice

Changing or leaving a job in the UAE and Saudi Arabia: what happens, what you’re owed, and what to do next

What happens when you resign, are let go or move employer in the UAE or Saudi Arabia: notice, gratuity and end-of-service, the final settlement, ILOE, visa grace periods, iqama transfer and where to go if you are not paid. Each rule links the official text it comes from, and the last section covers what to prepare for your next role.

Quick answer: the six things to check first

#	Check	UAE	Saudi Arabia
1	What does my contract say about notice?	30–90 days for everyone; 14 days (employer) or 1 month (you, if joining another UAE employer) during probation	Worker gives 30 days, employer 60 on an indefinite monthly-paid contract (since 19 Feb 2025); fixed-term contracts end on their date
2	Have I completed one year?	Under one year: no gratuity	Under two years: no end-of-service award if you resign; full pro-rated award from day one if the employer terminates
3	Who ended the contract, and why?	Decides notice pay, unlawful-termination compensation (up to 3 months) and whether ILOE pays	Decides whether you get the full award, a fraction, or nothing (Arts. 80/81/85)
4	How long can I legally stay after cancellation?	30, 60, 90 or 180 days by residence category; skilled workers (levels 1–3) get 90	Final exit must be issued before your iqama or exit visa lapses; a transfer replaces the exit
5	Any restrictions on me?	Non-compete only if written, narrow, max 2 years; one-year work-permit ban only for probation breaches or abandoning work	Non-compete only if written, max 2 years (Art. 83); an “absence from work” report restricts transfer
6	Have I got the paperwork?	Experience certificate (free, on request), payslips, itemised settlement, cancellation confirmation	Certified Qiwa contract, GOSI record, experience certificate, settlement, iqama copy

If you take one thing from this page: do not sign a final settlement or cancellation form until you have seen the numbers itemised and compared them against the rules below.

Part 1 — United Arab Emirates (mainland, Federal Decree-Law 33/2021)

Resignation and notice

Short answer: Every mainland contract is now fixed-term, and either side can end it early for a legitimate reason with the written notice in the contract — no less than 30 and no more than 90 days. You keep working and getting paid through notice unless both sides agree to waive it.

The old limited/unlimited split is gone, so resigning is a termination with notice under Article 43, not a breach.

Notice: 30–90 days as the contract says (Art. 43(1)), equal for both sides unless the difference favours the worker; full wage while you work it.
Skipping notice: the defaulting side owes the wage for the missing days (Art. 43(3)) — expect it to come off your settlement.
Job-hunting day: if the employer gives notice, one unpaid working day a week on three days’ notice (Art. 43(5)).

Probation (Art. 9). Up to six months, once per employer. The employer can end it on 14 days’ written notice. Joining another UAE employer needs at least one month’s notice (the new employer reimburses recruitment costs unless agreed otherwise); leaving the country needs 14 days’. Leaving the UAE without complying means a one-year work-permit ban (Art. 9(6)), subject to MOHRE exemptions.

Termination and redundancy

Short answer: An employer can end your contract for a legitimate reason with notice, or without notice only on the gross-misconduct grounds in Article 44 after a written investigation. Redundancy for economic reasons is lawful (Art. 42(8)) but still carries notice and full end-of-service pay.

Dismissal without notice (Art. 44) is limited to listed cases — forged documents, deliberate gross loss, repeated breach after two written warnings, disclosing trade secrets, assault, intoxication at work, or unexcused absence over 20 intermittent days a year or 7 consecutive days — and requires a written investigation and reasoned decision.

Unlawful termination (Art. 47) is narrow: dismissal because you filed a serious complaint with MOHRE or a court case later proven valid. The court can award up to three months’ wage on top of notice allowance and gratuity.

Walking out with your rights intact (Art. 45). You may leave without notice and keep end-of-service rights if the employer breaches its obligations and does not fix them after MOHRE notifies it (14 working days’ notice to MOHRE), if you are assaulted or harassed (report within 5 working days), if a grave safety danger is ignored, or if you are moved to fundamentally different work without written consent.

End-of-service gratuity (Article 51)

Short answer: After one year of continuous service: 21 days’ basic wage per year for the first five years and 30 days per year after that, on your last basic wage, capped at two years’ wage. Paid whether you resign or are terminated.

Commonly missed: basic wage only (Art. 51(2), (5)); part years pro rata after the first year (51(3)); unpaid absence days excluded (51(4)); lawful debts deductible (51(7)); two-year cap on the total (51(6)); resignation does not reduce it.

Worked calculation: UAE final settlement and gratuity calculator. Employers in the voluntary Savings Scheme alternative (Art. 51(8)) pay into a fund instead; ask HR which regime applies. Worked numerical examples are in our UAE end-of-service gratuity calculation guide.

What the final settlement should contain

Short answer: The employer has 14 days from the end of the contract to pay everything (Art. 53). Ask for an itemised statement before you sign.

Component	Rule	Source
Salary to last working day	Full wage, including notice worked	Art. 43(2), Art. 53
Notice-period allowance	If the employer waived or skipped your notice: wage for the missing days	Art. 43(3)
End-of-service gratuity	21/30 days’ basic wage per year; cap 2 years	Art. 51
Unused annual leave	Cash for the legally due balance, calculated on basic wage (Cabinet Resolution 1/2022, Art. 19(2)), pro-rated for the final year	Art. 29(1)(c), 29(9); CR 1/2022 Art. 19
Unlawful-termination compensation	Only if a court finds Art. 47 applies; max 3 months’ wage	Art. 47
Repatriation ticket	Employer pays your return to place of recruitment — unless you join another employer or the contract ended through your fault	Art. 13(12)
Experience certificate	Free, on request: dates, role, last wage; nothing that harms your prospects	Art. 13(11)

Check the leave balance: the Implementing Regulation lets you carry forward no more than half a year’s leave (Art. 19(1)), and company policy may cap it further.

ILOE — the unemployment insurance scheme

Short answer: With at least 12 consecutive months of paid premiums and a job lost through no fault of your own, ILOE pays 60% of your average basic salary of the last six months, capped at AED 10,000 or AED 20,000 a month by category, for up to three months per claim. Claim within 30 days of losing the job.

Categories: basic salary up to AED 16,000 = A (AED 5/month, cap AED 10,000); above = B (AED 10/month, cap AED 20,000). Lifetime ceiling 12 months of benefit.
Not covered: resignation, Article 44 dismissal, fraud; payments stop if you leave the UAE or start a new job.
Penalties: AED 400 for not subscribing, AED 200 per missed premium; unpaid fines can block a new work permit.

If you are being made redundant, keep the subscription current to the last day and file immediately. Full guide: ILOE job-loss insurance guide.

Visa cancellation and the grace period

Short answer: After your residence permit is cancelled or expires you can stay 30, 60, 90 or 180 days depending on category. Skilled workers in levels 1–3 get 90 days; most other employees 30 days. Overstaying costs AED 50 per day from the day after the grace period ends.

The ICP tiers (ICP residence-cancellation service page, read 25 Sep 2026):

Grace period	Who
180 days	Golden, Green and Blue Residence holders and their family members; widows/divorcees of residents; students who have completed studies; foreign-passport relatives of UAE citizens
90 days	Skilled workers in levels 1–3 and property owners
60 days	Residence permits issued with a guarantor or host
30 days	All other categories

Sequence: the employer cancels the MOHRE work permit and contract, then the residence is cancelled through ICP (2 days) or GDRFA in Dubai; the clock starts on the cancellation date. If you sponsor family, ICP requires their permits to be cancelled (or placed on hold, for a fee) before yours, and its page states the family tier explicitly only for Golden/Green/Blue holders — confirm your dependants’ grace period on the ICP service page before planning around it.

Non-compete clauses and labour bans

Short answer: No automatic labour ban when a mainland contract ends normally. A written non-compete can bind you for up to two years, but only if narrow and only if the employer did not breach the contract.

Non-compete (Art. 10): only if your work gave access to clients or secrets, limited by time, place and type of work, max two years; void if the employer terminated in breach. Cabinet Resolution 1/2022 (Art. 12) adds exits: compensation of up to three months’ wage with the old employer’s written consent, termination in probation, or an in-demand profession on the Minister’s list.
One-year work-permit ban: only for leaving the UAE in probation without Article 9 notice, abandoning work without a legitimate reason (Art. 50), or permits tied to fake establishments. Normal resignation with notice triggers no ban.
Absconding reports: if upheld, trigger the one-year ban. If one is filed untruthfully, contest it with MOHRE at once and keep proof of your notice.

Changing employer without leaving the country

Short answer: Yes — the new employer applies to MOHRE for a transfer work permit, the old contract is cancelled, and your residence is amended inside the UAE. No NOC is needed, and the old employer cannot block the transfer once notice is served.

Article 49 allows a move to another employer under the Implementing Regulation’s procedure. In practice: sign the MOHRE offer letter; serve notice and agree a last day; the new employer files the transfer application while the old employer cancels the old permit; residence and Emirates ID are re-issued under the new sponsor. In probation, Article 9(3) applies. MOHRE’s transfer-work-permit service lists a completion time of 2 working days and requires the application within 90 days of the old permit’s cancellation; the residence stamp follows through ICP/GDRFA. Your ILOE subscription carries across employers as long as premiums are paid.

If the employer withholds your dues — the MOHRE route

Short answer: File a labour complaint with MOHRE (app, website or 80060). MOHRE must resolve it within 14 days; it issues a final, enforceable decision itself for claims up to AED 50,000 and refers larger claims to the labour court (Art. 54, as amended 2024; Resolution 782/2023).

Register with contract, payslips, cancellation documents and any written notice; MOHRE first tries an amicable settlement.
MOHRE decision — for claims of AED 50,000 or less, or where a party ignored an earlier settlement, MOHRE issues a decision with a writ of execution; appeal to the Court of Appeal within 15 working days. Larger claims go to court with MOHRE’s memorandum.
Wages during the dispute: MOHRE can order the employer to keep paying you for up to two months (Art. 54(5)).
Time limits: the Decree-Law bars claims after two years from the end of employment (Art. 54(9), as amended by Decree-Law 9/2024). Resolution 782/2023, Art. 1, says complaints “can be submitted … within 30 days” of the breach — file inside that window; the resolution does not say what happens if you miss it, so do not rely on the two-year limit alone.

For late salaries while still employed, use the confidential “My Salary Complaint” service.

UAE timeline checklist

When	Do
Before resigning	Read the notice clause; check the one- and five-year gratuity thresholds and that ILOE is paid up; download payslips and the certified contract from the MOHRE app
Notice given/received	In writing and dated; agree the last working day; ask for the itemised settlement estimate
During notice	Use the job-hunting day; request the experience certificate; return company assets against written sign-off
Last working day	Confirm cancellation of permit and contract; sign only against an itemised statement
Within 14 days	Settlement must be paid; if not, register the MOHRE complaint (inside 30 days of the breach)
Within 30 days	File the ILOE claim if you were let go
Grace period (30/60/90/180 days)	Transfer to the new employer (apply within 90 days of cancellation) or exit

Part 2 — Saudi Arabia (Labour Law, Royal Decree M/51 of 2005, as amended by Royal Decree M/44 of 2024, in force 19 February 2025)

Resignation and notice

Short answer: On an indefinite, monthly-paid contract you give 30 days’ written notice; the employer gives 60 (amended Art. 75). Resignation has its own procedure (new Art. 79 bis): deemed accepted if the employer does not respond within 30 days; the employer can defer once, up to 60 days, with a written reason; you can withdraw within 7 days.

Four February 2025 changes matter here:

Asymmetric notice. Was 60 days both ways; now 30 from the worker, 60 from the employer. Non-monthly contracts: 30 days either way (Art. 75(2)). Skipping notice costs the notice-period wage (Art. 76).
Resignation defined as the worker’s written, un-coerced wish to end a *fixed-term* contract plus the employer’s acceptance. Every non-Saudi’s contract must be written and fixed-term; if it states no duration, amended Article 37 deems it one year from your actual start date, renewed for a similar period if work continues. So this is the route most readers will use.
The 30/60/7 clock (Art. 79 bis). Submit in writing through Qiwa so it is dated. Silence for 30 days = accepted; the employer may defer up to 60 days, only before the first 30 expire and with a written reason; you may withdraw within 7 days unless already accepted. No future-dated resignations, the contract stays in force meanwhile, and a resigning worker keeps all rights under the Law (Art. 79 bis(6)).
Probation. Up to 180 days total, stated in the contract; either side may end it (amended Art. 53); no award on termination during probation (Art. 80(6)).

Fixed-term contracts otherwise end on their date (Art. 74(2)); ending one early without a valid reason triggers Article 77 compensation, which cuts both ways.

End-of-service award (Articles 84–87)

Short answer: Half a month’s wage per year for the first five years and a full month per year after, on the last wage, pro-rated for part years (Art. 84). If you resign: nothing under two years, one-third from two to five, two-thirds from five to ten, full from ten (Art. 85).

Service at resignation	Share of the Art. 84 award
Under 2 years	0
2 to 5 years	one-third
Over 5 and under 10 years	two-thirds
10 years or more	full

Wage base: the “actual wage” — basic plus regular allowances and commissions — unless the contract excludes variable elements (Art. 86); check the wording.
Full award despite resigning: force majeure, or (women) within six months of marriage or three months of childbirth (Art. 87).
Employer termination: full pro-rated award from day one, except the Article 80 grounds (assault, serious breach after warning, dishonesty, deliberate loss, forged documents, probation, absence over 30 days a year or 15 consecutive days after warning, abuse of position, disclosing secrets), and only after you have had a chance to object.
Leaving without notice for cause (Art. 81): employer fails essential obligations, misrepresented the job, moves you to substantially different work, assaults or mistreats you, or ignores a serious hazard — you keep all rights including the full award.
Invalid-reason termination (Art. 77): 15 days’ wage per year on an indefinite contract, or the wage for the remaining term on a fixed-term one, never less than two months’ wage — and it applies to you too if you break a fixed-term contract early without a valid reason.
Payment deadline (Art. 88): one week if the employer ends the contract; two weeks if you do. Work-related debts may be deducted.

Final exit versus transfer of sponsorship

Short answer: Two exits from a Saudi job: a final exit visa (you leave, the iqama is cancelled) or a transfer (naql kafala) to a new employer through Qiwa. Since the Labour Reform Initiative of 14 March 2021 you can request either without employer consent once the contract has ended; the employer is notified electronically.

Transfer keeps your iqama, GOSI record, dependants’ residency and bank and tenancy relationships intact. The new employer initiates in Qiwa; you approve the contract; the old employer approves or, under the reform rules, is only notified.
Final exit cancels the iqama; you must leave by the visa date after fines and dues are settled. A final exit mid-contract without a valid reason leaves you bearing “all consequences, financial or otherwise” (HRSD, LRI announcement).

Step-by-step transfer guide, with Absher/Qiwa screens: iqama transfer guide.

Qiwa contract termination steps

Short answer: Everything runs through the certified contract in Qiwa; the termination reason and article selected drive the award and transfer eligibility.

Confirm the Qiwa contract is certified; documenting it was the employer’s duty.
Submit the resignation or receive the termination; check the reason and article selected.
Serve notice (30 days from you, 60 from the employer) or record the agreed waiver.
Review the settlement: pending wages, notice pay, the Arts. 84/85 award, accrued leave — paid in cash for unused days, pro-rated for the part-year (Art. 111) — and the return ticket, which the employer owes at the end of the relationship unless you are unfit for work or leave without a legitimate reason (Art. 40(1)–(2)); if you transfer, the new employer bears the transfer fees (Art. 40(3)).
Get the experience certificate (Art. 64: on request, free).
Approve the new employer’s transfer request in Qiwa, or apply for the final exit via Absher/Muqeem.

The Labour Reform Initiative: transferring without employer consent

Short answer: Since March 2021 an expatriate can move to a new employer without the current employer’s consent on expiry of the contract, and during the contract subject to notice and conditions. Exit/re-entry and final-exit visas can likewise be requested without approval.

What HRSD confirms on pages we could read:

Transfer during the contract where “a notice period and specific measures are adhered to”. The measures are not listed on HRSD’s transfer service page; the current conditions are published on Qiwa’s “Employee Transfer” page for employees (qiwa.sa/en/service-overview/employees/manage-your-current-job/employee-transfer) — check that page before relying on any list you read elsewhere.
A worker with an active “absence from work” (huroob) report may transfer or request final exit within 60 days of the report without the employer’s consent, provided they entered the Kingdom more than 12 months earlier, and without prejudice to the employer’s claims (HRSD Procedural Guide, “Absence from work”).

The new employer must itself qualify: valid commercial registration, active establishment, valid work permits across its workforce and wage-protection compliance (HRSD transfer service page).

If dues are unpaid — Friendly Settlement, then Labour Court

Short answer: File electronically with the Friendly Settlement office for the city of your last workplace. It is free, you have 12 months from the end of employment, a week is allowed for direct negotiation, and unresolved cases go to the Labour Court within 21 working days of filing. The payroll record behind any unpaid-dues claim is the Mudad/WPS file; see how the Wage Protection System works in Saudi Arabia.

Friendly Settlement (HRSD service 269970): file through the labour e-services portal (Arabic, English or Urdu) with the contract, payslips or GOSI wage record, and termination documents; an agreement here is enforceable.
Labour Court referral if unresolved within 21 working days.
Delayed or wrongly deducted wages (Art. 94): you, your representative or the head of the labour office may ask the labour court directly to order payment; the court may fine the employer up to double the amount.
Disciplinary penalties: amended Article 72 requires an internal grievance first (30 days), then the labour court within 30 days of rejection.

The certified Qiwa contract and the GOSI wage history are what the settlement office reads first — keep both.

Saudi timeline checklist

When	Do
Before resigning	Confirm the Qiwa contract is certified and fixed or indefinite; count service against the 2/5/10-year thresholds; check for any huroob report or unpaid fines
Day of resignation	Submit in writing via Qiwa; the 30-day clock starts here; 7-day withdrawal window
Days 1–30 (up to 90 if deferred)	Work normally; ask for the settlement statement and experience certificate; line up the new employer’s transfer request
Last day	Verify the termination reason recorded in Qiwa; approve the transfer or apply for final exit
Within 1–2 weeks	Employer must settle (Art. 88); if not, file Friendly Settlement
Before iqama/visa lapse	Complete the transfer or leave on the final exit
Within 12 months	Deadline to file any labour claim

Part 3 — Your next role: planning around the visa clock

Short answer: Plan the search backwards from your legal stay: 90 days after cancellation for a UAE level 1–3 professional; before the iqama or exit visa lapses in Saudi Arabia. Three to four months is realistic for a senior role, so start during notice — UAE law gives a weekly job-hunting day if the employer served notice; Saudi law gives eight hours a week (Art. 78).

Documents to secure before you leave:

Experience certificate (UAE Art. 13(11); Saudi Art. 64) — check dates, title and last wage.
Payslips and the certified contract (MOHRE app / Qiwa) — needed for ILOE, GOSI and any claim.
References — agreed in writing while they are still colleagues.
NOC — not required for a UAE mainland transfer or a Saudi transfer under the reform conditions. Free zones run their own employment rules and some still ask; check with the free zone authority, and take an NOC if offered.
Attested degree and licences — keep originals with you, not in an HR file.
Health-insurance end date — UAE cover usually ends with the visa; Saudi cover with the iqama transfer.

Moving between GCC countries changes the paperwork. A degree attested for a UAE visa is not automatically accepted for a Saudi work visa, and vice versa. Run the pre-arrival check for your target country before you resign: Gulf pre-arrival checker. For UAE-bound moves the attestation sequence is here: UAE degree attestation guide.

If you need help preparing the documents or applications along the way, Labeeb can assist.

FAQ

Can I resign during probation in the UAE?

Yes: 14 days’ written notice if leaving the country, at least one month if joining another UAE employer (Art. 9). Leave the country without complying and you face a one-year work-permit ban.

How many days can I stay in the UAE after visa cancellation?

30 days for most employees; 90 for skilled workers in levels 1–3; 60 for permits issued with a host or guarantor; 180 for Golden/Green/Blue residents, students and certain relatives. AED 50 per day after that.

Is gratuity paid if I resign in the UAE?

Yes, in full, once you have completed one year of continuous service.

Is end-of-service paid if I resign in Saudi Arabia?

Only partly: nothing under two years, one-third from two to five, two-thirds from five to ten, full from ten (Art. 85). Employer termination pays it in full from day one unless Article 80 applies.

Does ILOE pay if I resign?

No. It covers involuntary job loss only, excludes Article 44 dismissals, and stops if you leave the UAE or start a new job.

How long do I have to claim ILOE?

30 days from the date you lost the job; payment within two weeks of approval, up to three months per claim.

Is there still a six-month labour ban in the UAE?

No. A one-year ban applies only for breaching probation notice, abandoning work without a legitimate reason, or permits tied to fake establishments.

Can I transfer my iqama if my iqama is expired?

Renewal is the employer’s obligation (Art. 40) and an expired permit is widely cited as a ground for transfer without consent, but HRSD’s public pages do not list it — confirm the current condition on Qiwa’s Employee Transfer page before relying on it. Outstanding fees are settled as part of the transfer; unpaid fines can block it.

Can I take a final exit without my employer’s approval in Saudi Arabia?

Yes, after the contract has ended, via Absher or Qiwa; the employer is notified. Mid-contract without a valid reason, you remain liable for Article 77 compensation.

What notice does a Saudi employer have to give me?

60 days in writing on an indefinite, monthly-paid contract since 19 February 2025; you give 30. A fixed-term contract ends on its date without notice unless the contract says otherwise.

How long do I have to file a labour claim?

UAE: file with MOHRE within 30 days of the breach (Resolution 782/2023); the statutory bar is two years from the end of employment (Art. 54(9)). Saudi Arabia: within 12 months, through the Friendly Settlement office.

Related guides: how Gulf pay packages and offers are structured and the GCC career calendar of dated rule changes and hiring seasons. How these pages are researched and checked: editorial standards.

Sources (all read 25 September 2026 unless stated)

UAE

Federal Decree-Law No. 33 of 2021, consolidated with amendments (incl. Decree-Laws 20/2023 and 9/2024) — MOHRE PDF: https://www.mohre.gov.ae/assets/download/e82f7872/Federal%20Decree-Law%20No.%2033%20of%202021%20Regarding%20the%20Regulation%20of%20Employment%20Relationship%20and%20its%20amendments_638990571068264034.pdf.aspx — Articles 9, 10, 13, 29, 42–47, 49–51, 53–55.
Cabinet Resolution No. 1 of 2022 (Implementing Regulation) — MOHRE PDF: https://www.mohre.gov.ae/assets/download/46bdbfda/Cabinet%20Resolution%20_Executive%20Regulations%20Decree-Law%20No.%2033.pdf.aspx — Art. 12 (non-compete exemptions); Art. 19 (carry-forward limit; leave cash-out on termination “according to the basic wage”) read directly 25 Sep 2026.
MOHRE news, 18 Dec 2023, AED 50,000 final decisions from 1 Jan 2024: https://mohre.gov.ae/en/media-center/news/18/12/2023/mohre-to-resolve-aed50000-or-less-disputes-with-final-executive-decisions-as-of-1-january-2024-aimin
Ministerial Resolution No. 782 of 2023 — MOHRE PDF: https://mohre.gov.ae/assets/download/d01adad8/Ministerial%20Resolution%20No.%20782%20of%202023%20Regulating%20the%20Process%20for%20Resolving%20Individual%20Labour%20Complaints_638945693427346790.pdf.aspx — Art. 1 (30-day submission, 14-day resolution) and Art. 2 (AED 50,000 decisions; 15-working-day appeal) read directly 25 Sep 2026.
ICP, “Cancellation of the residence permit” service page (grace-period tiers, AED 50/day fine, 2-day completion, family permits cancelled before sponsor’s): https://icp.gov.ae/en/services-details/?serviceid=64afe3c1035448005bd52e68 — read 25 Sep 2026.
u.ae, “General provisions for the residence visa” (grace up to 6 months by category; AED 50/day): https://u.ae/en/information-and-services/visa-and-emirates-id/Visa-information/general-provisions-for-the-residence-visa — read 25 Sep 2026.
MOHRE service, “Issuance of a New Work Permit – Transfer Work Permit” (2 working days; apply within 90 days of cancellation): https://www.mohre.gov.ae/en/services/transfer-work-permit-2022 — read 25 Sep 2026.
ILOE Policy Terms and Conditions: https://www.iloe.ae/pdf/policy-terms-condition-english.pdf ; Federal Decree-Law No. 13 of 2022: https://www.iloe.ae/pdf/Federal%20Decree-Law%20No.%20(13)%20of%202022%20Concerning%20Unemployment%20Insurance%20Scheme.pdf

Saudi Arabia

Labour Law, Royal Decree M/51 of 2005 (HRSD English translation) — Arts. 37, 40, 53, 64, 74–88, 83, 94, 111: https://www.hrsd.gov.sa/sites/default/files/2023-02/Labor.pdf — read 25 Sep 2026.
HRSD, “Amendments to Labor Law Articles — Guideline” (Royal Decree M/44 of 1446): https://www.hrsd.gov.sa/sites/default/files/2025-03/Amendments%20to%20Labor%20Law%20Articles.pdf — amended Arts. 2, 37, 53, 72, 74, 75, new 79 bis read directly 25 Sep 2026.
HRSD news, “Cabinet Approves Key Amendments to Labor Law Articles”: https://www.hrsd.gov.sa/en/media-center/news/060720242
HRSD Knowledge Centre, “End-of-Service Award Regulations”: https://www.hrsd.gov.sa/en/knowledge-centre/articles/317
HRSD Knowledge Centre, “Contract Termination”: https://www.hrsd.gov.sa/en/knowledge-centre/articles/306
HRSD Knowledge Centre, “Annual Leave” (cash for accrued leave on leaving; pro-rata): https://www.hrsd.gov.sa/en/knowledge-centre/articles/321 — read 25 Sep 2026.
HRSD Knowledge Centre, “What does the employer bear?” (Art. 40 return ticket): https://www.hrsd.gov.sa/en/knowledge-centre/articles/64434 — read 25 Sep 2026.
HRSD Knowledge Centre, “Wrongful deduction and delay” (labour-court request; double-amount fine): https://www.hrsd.gov.sa/en/knowledge-centre/articles/501 — read 25 Sep 2026.
HRSD, “Ministry launches Labor Reforms for Private Sector Workers” (LRI, 14 Mar 2021): https://hrsd.gov.sa/en/news/ministry-human-resources-and-social-development-launches-labor-reforms-private-sector-workers
HRSD service, “Request for transfer of expatriate workers” (new-employer conditions): https://www.hrsd.gov.sa/en/ministry-services/services/%D8%B7%D9%84%D8%A8-%D9%86%D9%82%D9%84-%D8%A7%D9%84%D8%B9%D9%85%D8%A7%D9%84%D8%A9-%D8%A7%D9%84%D9%88%D8%A7%D9%81%D8%AF%D8%A9 — read 25 Sep 2026.
HRSD, “The Procedural Guide” (absence-from-work report; 60-day transfer/final-exit window; 12-month entry condition): https://www.hrsd.gov.sa/sites/default/files/2022-10/E23102022.pdf — read 25 Sep 2026.
HRSD service, “Friendly Settlement for Labor Disputes”: https://www.hrsd.gov.sa/en/ministry-services/services/269970
Qiwa, “Employee Transfer” (employee view): https://www.qiwa.sa/en/service-overview/employees/manage-your-current-job/employee-transfer — pointer only; the site refused automated connections on 25 Sep 2026.
my.gov.sa / Absher, “Issuance of exit/re-entry or final exit visa”: https://my.gov.sa/en/services/269423

Chat with Labeeb