Saudi Labour Law Article 75: notice period on open-ended contracts
Amended in the 2025 changes
Article 75 of the Saudi Labour Law, as amended in 2025, lets either party end an open-ended contract for a valid reason stated in written notice. For a monthly-paid worker, the notice is at least 30 days when the worker ends it and 60 days when the employer does; for other workers it is 30 days either way.
This is general information to help you understand the topic. It is not legal advice. Rules and rates change: always check the official text on the relevant authority’s platform and consult a qualified adviser before acting.
What Article 75 says
On an open-ended contract, either party may end it for a valid reason, which must be stated, by written notice to the other:
| Worker’s pay | Notice from the worker | Notice from the employer |
|---|---|---|
| Paid monthly | At least 30 days | At least 60 days |
| Not paid monthly | At least 30 days | At least 30 days |
What changed in 2025
Before the amendments, the contract set the notice period: at least 60 days for monthly-paid workers and at least 30 days for others, the same for both sides. Since 19 February 2025, a monthly-paid worker needs to give only 30 days, while the employer must still give 60.
Worked example
An employer gives a monthly-paid worker on an open-ended contract written notice on 1 June 2026. The wage is 12,000 SAR a month.
- 60 days counted from 1 June: 1–30 June is 30 days and 1–30 July another 30, so the period runs to 30 July 2026.
- If the employer instead ends the contract immediately, notice pay under Article 76 is 2 months × 12,000 = 24,000 SAR, unless a larger amount was agreed.
- If the worker resigns and leaves without notice, the worker owes the employer 1 month × 12,000 = 12,000 SAR on the same basis.
During the notice period
The contract continues and the worker is paid in full. When the employer gives notice, Article 78 entitles the worker to one paid day, or eight hours, a week to look for other work, at a time the worker chooses with at least a day’s warning. The employer may also release the worker from attending during notice; the period still counts as service and is paid.
What HR should do
- Give and receive notice in writing, state the reason, and record the date it was received.
- Use the right period for who ends the contract and how the worker is paid.
- Work out the last working day from that date, and tie the final settlement to it.
- Check whether termination is for a valid reason; if not, Article 77 compensation may also be owed.
This page is a general explanation, not legal advice.
Official sources
Frequently asked questions
Is the notice period in Saudi Arabia 30 or 60 days?
It depends on who ends the contract. For a monthly-paid worker on an open-ended contract, the worker gives at least 30 days and the employer at least 60 days. Before 2025, it was at least 60 days for both sides. For workers not paid monthly, it is at least 30 days either way.
What happens if notice is not given?
Under Article 76, the party that does not observe the notice period pays the other compensation equal to the worker’s wage for the notice period, unless the parties agreed a larger amount.
Does Article 75 apply during probation or to fixed-term contracts?
No. During probation either party may end the contract under Article 53, and Article 80 lists probation among the cases where the employer owes no notice. A fixed-term contract ends at the end of its term; ending it early falls under Article 77 or the resignation rules.
