In a move to modernize the workplace and improve employee wellbeing, Saudi Arabia’s Ministry of Human Resources and Social Development (MHRSD) has announced a set of 2025 labour law amendments focusing on building a more competitive and equitable job market. These reforms strengthen worker protections and align with international labour rights and employment standards.
1. Maternity Leave Extended to 12 Weeks
Saudi Arabia has officially increased maternity leave for female employees from 10 to 12 weeks of paid leave.
- Mandatory leave: 6 weeks after childbirth.
- Flexible leave: Up to 6 weeks before the due date, at the mother’s discretion.
- Unpaid extension: Leave can be extended without pay if childbirth is delayed.
2. New Leave Entitlements for Employees
Under the new labour regulations, Saudi employees gain access to additional types of paid leave:
- Bereavement Leave: 3 days of paid leave upon the death of a sibling.
- Paternity Leave: 3 days of paid leave for fathers within 7 days of childbirth.
These additional types of leave entitlements are a positive change towards work-life balance and to promote a more family-friendly workplace environment.
3. Updated Notice Periods and Probation Rules
To create greater transparency and balance between employer and employee rights, these new 2025 reforms also include significant updates to contract management and termination procedures:
- Resignation Notice: Employees must give 30 days’ notice for indefinite contracts.
- Termination Notice: Employers must provide 60 days’ notice when ending indefinite contracts.
- Standard Probation Period: Capped at 180 days, with either party allowed to end the contract during this period.
4. Fair Treatment and Non-Discrimination Rules
To promote an inclusive work environment, the law mandates equal treatment for all workers, both new and existing. Discrimination based on gender, age, or other factors is prohibited.
Employers are now required to document all contracts and ensure compliance with fair employment practices.
5. Housing and Transportation Requirements
Employers are now obligated to:
- Provide housing and transportation for employees, or
- Offer equivalent cash allowances instead of these benefits.
6. Overtime Compensation Options
Employees can now choose to:
- Receive extra pay for overtime, or
- Take additional vacation days instead, with mutual agreement.
This offers greater flexibility and recognizes employees’ need for time off as a form of compensation.
Final Thoughts: What Employers Should Do Next
These 2025 Saudi labour law changes signal a broader shift toward modern, employee-centric workplaces in the Kingdom. Employers should:
- Review and update employment contracts.
- Adjust HR policies to align with the new leave and notice regulations.
- Train managers on compliance and employee rights.
By proactively adapting, businesses can not only remain compliant but also attract and retain top talent in Saudi Arabia’s evolving job market.
