Labour Claims Under Saudi Labour Law

If you are an employee who has been unfairly dismissed, or an employer facing a claim from a former worker, you are most likely looking for a practical way to file or respond to a labour claim under Saudi Labour Law. The process has changed significantly in recent years and is now entirely digital through the Najiz platform. Here is what you actually need to know.

Quick Answer

Labour claims under Saudi Labour Law are filed electronically through the Najiz platform of the Ministry of Justice, and must first pass through an amicable settlement stage at labour offices lasting 21 days. If settlement fails, the case is automatically referred to the competent Labour Court. The statutory limitation period for hearing a claim is 12 months from the date on which the right was demanded, pursuant to Article 222 of the Labour Law (Royal Decree No. M/51); after that period the right lapses. Litigation is free of charge for the worker, and judgments may be appealed within 30 days.

When Are You Entitled to File a Labour Claim?

You are entitled to file a claim if the dispute concerns an employment contract, wages, end-of-service gratuity, work injury, or unfair dismissal. Article 222 of the Labour Law is clear: no claim shall be heard after 12 months have elapsed from the date the employment relationship ended ^[1].

This requirement is strict. A judge will not ordinarily accept excuses such as "I was negotiating with the employer" or "I was waiting for a response from Human Resources."

Common claims include:

• Overdue wages and outstanding annual-leave allowances.
• End-of-service gratuity under Article 84 of the Law.
• Compensation for unfair dismissal (two months' pay per year of service for open-ended contracts, under Article 77).
• Notice-period allowance where the 60-day notice requirement was not observed.
• Work injuries and compensation therefor.

Before taking action, confirm that your employment relationship is documented in the Mudad system or in a written contract. Without that, proof becomes considerably more difficult, although it remains possible through other forms of evidence.

Steps for Filing a Labour Claim Under Saudi Labour Law

The process is now entirely digital. No office visit is required at the outset.

Step 1 — Amicable Settlement. Log in to the Najiz platform (najiz.sa) using your National Access account, select "Labour Services," then "Request Amicable Settlement." The case is referred to the Settlement Directorate of the Ministry of Human Resources and Social Development, which has 21 working days to attempt conciliation ^[2].

Step 2 — Automatic Referral to Court. If settlement fails within that period, the case is referred directly to the territorially competent Labour Court without any new filing being required. You will receive a message with the date of the first hearing.

Step 3 — Drafting the Statement of Claim. State your requests in precise figures. For example: "I claim SAR 24,500 for wages for March and April, and SAR 8,200 as end-of-service gratuity." Vague wording weakens your position.

Step 4 — Hearings. Most hearings are held remotely through the judicial hearings platform. Bring your contract, pay slips, correspondence, and any witnesses.

Step 5 — Judgment and Appeal. Once judgment is issued, you have 30 days to appeal before the Labour Court of Appeal under the Law of Civil Procedure.

Practical note: Litigation is entirely free for the worker. The employer may be ordered to bear additional costs if it loses.

Important: Submitting an amicable settlement request interrupts the limitation period (12 months). However, if you withdraw the request or fail to attend without an excuse, the period may begin running again.

Documents You Actually Need

The most common mistake is appearing with an incomplete file. The labour judge relies on documents before oral submissions.

Prepare the following before filing:

1. Employment contract authenticated on the Qiwa platform or a signed paper copy.
2. Bank account statements showing salary deposits (preferably the last 12 months).
3. Termination letter or other evidence of dismissal, if available.
4. Correspondence by email or WhatsApp — yes, these are accepted as evidence if clear and documented.
5. General Organisation for Social Insurance (GOSI) certificate showing the period of contribution.
6. Medical report in cases of work injury.

If you are claiming overtime hours, bring fingerprint attendance records or other evidence of actual attendance. Article 107 sets the overtime rate at the hourly wage plus 50%.

How Long Does a Labour Claim Actually Take?

The system requires courts to adjudicate within a reasonable period. Current practice shows that a straightforward claim (for wages or end-of-service gratuity) is resolved within 3 to 6 months from the date of referral to court.

Complex cases — unfair dismissal with a reinstatement claim, or a work injury requiring medical expertise — may extend from 8 to 14 months. Add a further 2 to 4 months if the matter goes to appeal.

Expected cost: Free for the worker. For legal representation, fees typically range between 10% and 20% of the claim value, or a fixed fee starting from SAR 3,000 for straightforward cases. There is no unified official fee schedule.

Frank advice: do not inflate your claims in the hope that the judge will "split the difference." Exaggeration undermines your credibility and prolongs the proceedings. Claim only what you can prove.

For more on workers' rights and contract termination, see Common Employment Questions.

Do You Need a Lawyer?

Legally, no. You are entitled to represent yourself. Practically speaking, however: if the claim exceeds SAR 50,000, involves unfair dismissal, or the opposing party is a large company with a legal team, a lawyer licensed by the Saudi Bar Association makes a real difference in drafting requests and managing hearings.

Workers in protected occupations (earning approximately less than SAR 7,500 per month) may in certain cases request free legal assistance through Ministry of Justice programmes.