Notice Period in Saudi Arabia 2026 — Article 75 Explained
Last updated: June 2026 · Legal reference: Saudi Labour Law, Article 75
Quick Summary
Saudi Labour Law Article 75 sets an asymmetric minimum notice for indefinite contracts (monthly-paid employees): 30 days if you resign, 60 days if your employer terminates you. Both parties owe only 30 days if you are paid other than monthly. You receive full salary throughout the notice period. If your employer terminates without notice, you are owed 60 days salary in lieu; if you resign without notice, your employer may deduct 30 days salary. Notice period does not affect your EOSB under Article 84.
The notice period is one of the most misunderstood parts of employment in Saudi Arabia. Many expats resign or get terminated without knowing how much warning they are legally entitled to — or how much salary they are owed if notice is not served. This guide explains exactly what Saudi Labour Law Article 75 requires, what happens when notice is not given, and how your notice period interacts with your end of service benefit.
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Calculate my Saudi Arabia EOSBWhat Article 75 of the Saudi Labour Law says
Saudi Labour Law Article 75 governs notice periods for indefinite employment contracts in the private sector, and the requirement is not symmetric. For monthly-paid employees, if you resign you must give your employer at least 30 days written notice; if your employer terminates you, they must give you at least 60 days written notice. If you are paid other than monthly, both parties owe only 30 days. Your employment contract can specify longer periods, but cannot legally require less than these minimums.
Notice period rules at a glance
| Situation | Notice required | Salary owed |
|---|---|---|
| Employer terminates with notice | Minimum 60 days written | Full salary throughout |
| Employer terminates without notice | None given | 60 days salary in lieu |
| Employee resigns with notice | Minimum 30 days written | Full salary throughout |
| Employee resigns without notice | None given | Employer may deduct 30 days salary |
| Gross misconduct (Article 80) | No notice required | No notice pay owed |
How to calculate your notice period salary
During the notice period your full salary continues — basic salary plus all contractual allowances. If your employer pays salary in lieu of notice instead of having you work the period, the calculation is straightforward:
Notice salary = Monthly salary × (notice days ÷ 30)
Because Article 75 is asymmetric, the number of months depends on who is ending the contract: 1 month (30 days) if you resign, 2 months (60 days) if your employer terminates you — both based on your total salary (not just basic salary — all contractual components).
Example — employee resigns:
Total monthly salary SAR 8,000 (basic SAR 5,000 + housing SAR 2,000 + transport SAR 1,000)
Notice salary owed = SAR 8,000 × 1 = SAR 8,000
Example — employer terminates without notice:
Same total monthly salary, SAR 8,000
Notice salary owed = SAR 8,000 × 2 = SAR 16,000
Note: Notice salary uses total salary. EOSB under Article 84 uses basic salary plus fixed allowances only — variable pay is excluded. These are two separate calculations.
Fixed-term vs indefinite contracts
Article 75 notice period rules apply specifically to indefinite contracts. If you are on a fixed-term contract, the contract expires automatically at the agreed end date — no notice is required from either party at natural expiry. However, if your employer terminates a fixed-term contract before its end date without cause, you may be entitled to compensation for the remaining term.
When can an employer terminate without notice?
Saudi Labour Law Article 80 lists specific circumstances where an employer can terminate immediately without notice and without end of service benefit. These are narrow exceptions:
- Physical assault on the employer or colleagues
- Serious dishonesty or breach of trust
- Repeated violation of written instructions after two written warnings
- Absence without authorisation for more than 30 days in a year or 15 consecutive days
- Disclosing confidential company information
- Being found under the influence of alcohol or drugs at work
Notice period and your EOSB — how they interact
Your EOSB under Article 84 is based on your total years of continuous service and your last wage — basic salary plus fixed allowances — at the time of termination. Whether notice was served, paid in lieu, or waived by mutual agreement does not change your EOSB entitlement.
What does affect your EOSB is whether you resigned or were terminated — and how many years you served. See our Saudi Arabia EOSB guide for the full Article 84 breakdown.
Common mistakes to avoid
1. Resigning verbally without written notice
Article 75 requires written notice. A verbal resignation can create disputes about your last working day and final settlement date.
2. Signing a resignation under pressure
Some employers pressure employees to resign rather than terminating them — because resignation reduces EOSB liability in the first 10 years. If you are being let go, insist on termination documentation.
3. Assuming notice pay uses basic salary only
Unlike EOSB, which is based on basic salary plus fixed allowances, notice period compensation is based on your full contractual salary including housing and transport allowances.
4. Leaving before notice period ends
If you submit your resignation and leave before your 30-day notice period ends without mutual agreement, your employer can legally deduct the remaining notice days from your final settlement.
Frequently asked questions
What is the notice period in Saudi Arabia?
Under Saudi Labour Law Article 75, notice periods for indefinite contracts are asymmetric for monthly-paid employees: if you resign, you must give at least 30 days written notice; if your employer terminates you, they must give at least 60 days written notice. If you are paid other than monthly, both directions require only 30 days. Your contract may specify longer periods.
Do I get paid during my notice period in Saudi Arabia?
Yes. Your employment contract remains fully active during the notice period. You continue working and receiving your full salary including all allowances.
What happens if my employer terminates me without notice in Saudi Arabia?
If your employer terminates you without serving or paying in lieu of the notice period, you are entitled to compensation equal to your salary for the full notice period. This is enforceable at the Ministry of Human Resources and Social Development.
Can I resign without serving my notice period in Saudi Arabia?
If you resign without serving notice, your employer can deduct salary equivalent to the notice period from your final settlement. You can avoid this by mutual written agreement with your employer to waive the notice period.
Does notice period apply to fixed-term contracts in Saudi Arabia?
Fixed-term contracts in Saudi Arabia expire automatically at the end of the agreed term. Notice period rules under Article 75 apply to indefinite contracts. However, if a fixed-term contract is terminated before its end date, different compensation rules apply.
Can my employer terminate me immediately without notice in Saudi Arabia?
Yes, but only in cases of gross misconduct listed under Article 80 of the Saudi Labour Law — such as physical assault, serious dishonesty, or repeated violation of instructions after written warnings. In all other cases, full notice or payment in lieu is required.
Is the notice period the same for all employees in Saudi Arabia?
No — Article 75 sets different minimums depending on who is ending the contract. For monthly-paid employees on indefinite contracts: 30 days if you resign, 60 days if your employer terminates you. If you are paid other than monthly, both directions require only 30 days. Your employment contract can specify a longer notice period — always check your contract, since some companies specify 90 days or more for senior roles.
Does serving notice affect my EOSB in Saudi Arabia?
No. Whether you serve notice or your employer pays salary in lieu, your end of service benefit under Article 84 is calculated based on your total years of service up to your last working day. Notice period does not reduce your EOSB entitlement.
Key Takeaways
- ✓ Notice under Article 75 is asymmetric: 30 days if you resign, 60 days if terminated (monthly-paid, indefinite contracts)
- ✓ Full salary continues throughout the notice period
- ✓ Termination without notice = 60 days salary compensation owed
- ✓ Notice salary is based on total salary — not just basic salary
- ✓ Notice period does not affect your EOSB calculation
- ✓ Fixed-term contracts expire at term end — no notice required
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Reviewed against Saudi Labour Law, Article 75 — June 2026. This guide is for informational purposes only and does not constitute legal advice.