Any contract clause that contradicts Saudi Labor Law is automatically null and void under Article 8, but crucially, the rest of your contract remains valid. This is a strong protection for workers — your employer cannot use a contract to strip away rights the law guarantees you.
For example, if your contract states you are not entitled to end-of-service gratuity, or that you waive your right to overtime pay, those specific clauses are unenforceable. You would still be legally entitled to those benefits under the Labor Law regardless of what the contract says.
Article 8 also specifically prohibits any release or settlement of your legal rights during the validity of the contract. This means that even if you sign a document waiving a right while still employed, that waiver can be challenged. As a practical step, if you notice terms in your contract that seem to take away standard protections, raise the issue with your employer before signing, or consult the Ministry of Labor. You can also reference Article 4, which requires all employment practices to adhere to Sharia principles.
This is general legal information, not legal advice. For advice on your specific situation, consult a lawyer licensed in Saudi Arabia.