Leave in Saudi Labor Law 2026: The Complete Guide to Employee Leave Types and Rights
7 minutes ago
Are you wondering about your right to leave as an employee in the private sector? Are you an employer who wants to make sure your leave policy fully complies with Saudi Labor Law?
Leave in Saudi Labor Law is one of the most important employee rights guaranteed by the Saudi Labor Law issued by Royal Decree No. (M/51) dated 23/8/1426H. The law precisely defines the types of leave, their durations, and eligibility conditions, ensuring a fair balance between work and the employee’s personal life, while protecting employers from violations and penalties.
In this comprehensive guide, we cover leave in Saudi Labor Law 2026 in all its types: annual leave, sick leave, maternity leave, marriage leave, Hajj leave, and official holidays — with illustrative tables of durations, wages, and steps to claim your rights.
- A comprehensive table of leave types with durations and wage percentages for each type.
- Rules for annual leave, sick leave, and maternity leave under legal articles.
- Answers to frequently asked questions about employee rights regarding leave.
- Steps to claim your right if your leave is rejected or your salary is deducted.
Need a free consultation about the leave policy in your organization?
Why You Should Know Your Rights Regarding Leave in Saudi Labor Law
Understanding leave in Saudi Labor Law is not a luxury — it is a legal and professional necessity for both employees and employers. The Saudi Labor Law regulates these rights in Articles 109 to 116, and any condition in an employment contract that violates the law is considered void unless it is more beneficial to the employee.
- For employees: knowing your leave rights protects you from arbitrary leave rejection or unlawful salary deductions.
- For employers: applying a leave policy compliant with the law protects the organization from Ministry of Human Resources reports and financial penalties.
- For organizations: full compliance improves your ranking in the Nitaqat program and enhances your reputation as an employer that attracts talent.
Leave in Saudi Labor Law at a Glance: Quick Table
Before diving into the details, here is a summary table of the most important types of leave in Saudi Labor Law with durations and wages:
| Leave Type | Duration | Wage | Article |
|---|---|---|---|
| Annual Leave | 21 days (increases to 30 days after 5 years) | Full | 109 |
| Sick Leave | 30 days + 60 days + 30 days | Full / 75% / Unpaid | 115 |
| Maternity Leave (women) | 10 weeks | Full | 25 |
| Marriage Leave | 5 days | Full | 113 |
| Bereavement Leave | 5 days | Full | 113 |
| Newborn Leave | 3 days | Full | 113 |
| Hajj Leave | 10 days (once during the entire service) | Full | 114 |
| Official Holidays | Eid Al-Fitr 4 days + Eid Al-Adha 4 days + National Day | Full | 112 |
| Weekly Rest Day | 1 day (usually Friday) | Full | 104 |
1. Annual Leave in Saudi Labor Law
Annual leave is the most common and important of all types of leave in Saudi Labor Law, regulated by Article (109) as follows:
- Basic duration: no less than 21 days on full pay for each year of service.
- Five-year increase: increases to 30 days if the employee completes five consecutive years of service with the employer.
- Eligibility: granted after completing one full year of service, and may be taken in days.
- Timing: determined in line with work requirements and with the employee’s approval, usually on a rotation basis.
Important rules for annual leave:
- Postponement: annual leave may be postponed by written agreement between both parties, once or successively, but the employer may require the employee to take it at the end of the second year.
- Cash compensation: cash compensation for untaken leave may be paid when the employment relationship ends, or by written agreement otherwise — learn more in our guide on employment contract termination in Saudi Arabia.
- Combining: annual leave may not be combined with official holidays except with the employee’s approval.
2. Sick Leave in Saudi Labor Law
The law regulates sick leave in Article (115) in a way that protects the employee in the most difficult health circumstances:
| Stage | Duration | Wage Percentage |
|---|---|---|
| First stage | 30 days | Full wage (100%) |
| Second stage | 60 days | Three-quarters of the wage (75%) |
| Third stage | 30 days | Unpaid |
- Proving illness: the employee must prove illness with a medical report from an accredited health facility — and see how this affects pay in our guide on payroll calculation for employees.
- Termination ban: an employee may not be terminated because of illness or injury if they have exhausted their sick leave or the additional period approved by the employer.
- Extension: the employer may grant additional unpaid sick leave based on an accredited medical report.
3. Maternity Leave in Saudi Labor Law
One of the most important rights of working women among leave types in Saudi Labor Law, regulated by Article (25) of the law:
- Duration: maternity leave of ten weeks on full pay.
- Distribution: the employee may distribute maternity leave as she wishes, provided no more than four weeks are taken before the expected delivery date.
- Termination ban: terminating a female employee during pregnancy or maternity leave is prohibited.
- Breastfeeding break: she is entitled to a daily one-hour breastfeeding break, which does not count as working hours.
- Birth leave: she is entitled to three days of paid leave for the birth, in addition to maternity leave.
4. Hajj Leave in Saudi Labor Law
Saudi Labor Law grants a special right to Muslim employees performing the Hajj pilgrimage, under Article (114):
- Duration: paid leave of 10 days including the Eid Al-Adha holiday.
- Frequency: granted only once during the employee’s entire service with the employer.
- Eligibility condition: the employee must not have performed Hajj before.
5. Occasion Leave in Saudi Labor Law
Article (113) of the law defines occasion leaves and their durations:
| Occasion | Duration | Wage |
|---|---|---|
| Marriage leave | 5 days | Full |
| Bereavement leave (spouse or first-degree relative) | 5 days | Full |
| Newborn leave | 3 days | Full |
| Breastfeeding break (daily) | 1 hour | Full |
6. Official Holidays in Saudi Labor Law 2026
Article (112) regulates official holidays on full pay:
- Eid Al-Fitr: 4 days (after the 29th of Ramadan).
- Eid Al-Adha: 4 days (starting from the Day of Arafah).
- Saudi National Day: 1 day.
7. Weekly Rest Day and Break Periods
Among the fundamental employee rights related to rest:
- Weekly rest day: no less than 24 consecutive hours after every six working days, usually Friday (Article 104).
- Daily break: no less than half an hour every five working hours, not counted as working time (Article 101).
- Alternative day: another rest day may be agreed upon, with additional pay if the employee works on Friday.
Leaves and the Probation Period in Saudi Labor Law
A common question: am I entitled to leaves during the probation period? According to leave in Saudi Labor Law:
- Annual leave: only after completing one full year of service, so not during the probation period (maximum 90 days).
- Holiday and sick leaves: do not count toward the probation period under the law.
- Official holidays: fully entitled, like any other employee.
- Occasion leaves: entitled as per the law and the organization’s policies — and to understand your full rights at the start of employment, see our guide on the importance of new employee onboarding.
Can an Employer Reject Leave or Deduct Leave Days from Salary?
One of the most common labor disputes — and the answer is clear:
Leave Rejection
- An employer may not reject legally entitled leave (medically documented sick leave, maternity leave, official holidays).
- Annual leave may be postponed for work needs with the employee’s approval — not rejected permanently.
- Arbitrary rejection is a violation of employee rights that can be reported.
Salary Deductions
- Wages for legally entitled leave days may not be deducted.
- Deductions are limited to specific cases (advances, insurance, disciplinary fines) with a maximum of 50% of the basic wage.
- Any deduction outside these cases is a clear violation of Article (92).
Steps to Claim Your Right to Leave
If your leave is rejected or your salary is deducted unlawfully, follow these steps:
-
Contact HR in writing
Submit a formal documented leave request, keep a copy, and cite the relevant legal article.
-
Amicable settlement via the “Wadhi” portal
File an electronic claim through the Ministry of Human Resources portal; this stage takes up to 21 days.
-
Labor courts via the “Najiz” platform
If settlement fails, the case is transferred electronically to the competent labor court, and its rulings are binding.
-
Present your evidence
Base your claim on the employment contract, leave requests, medical reports, and bank statements.
Need help managing your organization’s leave policy in full compliance with the law?
How HR 360 Solutions Helps You Manage Leave
At HR 360 Solutions, we help you build a leave policy fully compliant with leave in Saudi Labor Law and manage it electronically with precision that protects both parties:
| Service | What We Provide |
|---|---|
| Employee Rights Consultations | Reviewing your leave policy and its compliance with labor law. |
| Internal Policies and Regulations | Clear internal bylaws for granting and tracking leaves. |
| Electronic Leave Management | Tracking annual, sick, and maternity leave balances for each employee. |
| Payroll Management | Accurate calculation of wages during leaves and allowances. |
| Social Insurance (GOSI) | Registration, contributions, and follow-up with GOSI. |
| Employee Affairs Services | End-to-end management of employee records and leave requests. |
| Legal Representation | Amicable settlement and representation before labor courts. |
Frequently Asked Questions About Leave in Saudi Labor Law
What are the types of leave in Saudi Labor Law 2026?
Types of leave in Saudi Labor Law include: annual leave (21-30 days), sick leave (up to 120 days), maternity leave for women (10 weeks), marriage leave (5 days), bereavement leave (5 days), newborn leave (3 days), Hajj leave (10 days), and official holidays (Eid Al-Fitr, Eid Al-Adha, and Saudi National Day).
How long is the annual leave in Saudi Labor Law?
An employee is entitled to annual leave of no less than 21 days on full pay, which increases to 30 days if the employee completes five consecutive years of service with the employer.
How long is sick leave in Saudi Arabia?
Sick leave in Saudi Labor Law is granted on full pay for the first 30 days, then at three-quarters of the wage for 60 days, then without pay for 30 days. An employee may not be terminated because of illness.
How long is maternity leave in Saudi Labor Law?
A female employee is entitled to maternity leave of ten weeks on full pay, which she may distribute as she wishes with a maximum of four weeks before the expected delivery date. Terminating her during pregnancy or maternity leave is prohibited.
Does the probation period count toward annual leave?
An employee is not entitled to annual leave during the probation period. Also, holiday leave and sick leave do not count toward the probation period under Saudi Labor Law.
What are the official holidays in Saudi Arabia 2026?
Official holidays include: Eid Al-Fitr (4 days), Eid Al-Adha (4 days), and Saudi National Day (1 day). All are fully paid holidays.
Can an employee postpone annual leave or receive cash for it?
Annual leave may be postponed by written agreement between both parties, once or successively. Cash compensation for untaken leave may be paid when the employment relationship ends, or by written agreement as per regulations.
What happens if I work on an official or weekly holiday?
If the employer requests an employee to work on a weekly rest day or an official holiday, the employee is entitled to a full day’s wage plus 50% of their basic wage, or a compensatory rest day.
Manage Your Employees’ Leave Professionally with HR 360 Solutions
If you are looking for a trusted partner to help you apply leave in Saudi Labor Law correctly and manage it electronically — ensuring full compliance and avoiding labor disputes — HR 360 Solutions provides integrated services from consultation to daily execution.