Attendance policy template for Saudi companies
An attendance policy sets working hours, how attendance is recorded, and what happens with lateness and absence. In Saudi Arabia, hours may not exceed 8 a day and 48 a week, or 6 a day and 36 a week in Ramadan for Muslim employees (Article 98). This attendance policy template also covers breaks, overtime and penalties under the work regulations.
Replace everything in [square brackets] with your details.
[Company name]
Attendance Policy
Policy number: [Number]
Effective date: [DD/MM/YYYY]
Approved by: [Name and title]
1. Purpose and scope
This policy sets the working hours of [Company name], how attendance is recorded, and how lateness and absence are handled. It applies to all employees and forms part of the company’s work regulations. Where this policy is silent, the Saudi Labour Law and its Implementing Regulations apply.
2. Working hours
2.1 Normal working hours are [number] hours a day, from [start time] to [end time], [number] days a week, and do not exceed 8 hours a day or 48 hours a week.
2.2 In Ramadan, working hours for Muslim employees are no more than 6 hours a day or 36 hours a week. The company announces the Ramadan hours before the month begins.
2.3 [For shift work: shift patterns are published at least (number) days in advance.]
3. Breaks
3.1 No employee works more than 5 consecutive hours without a break for prayer, meals and rest of at least 30 minutes. Break times are [times].
3.2 Breaks are not counted as working hours, and employees are not required to stay at the workplace during them.
3.3 The total time an employee spends at the workplace does not exceed 12 hours a day.
4. Weekly rest
The weekly rest day is [day], with full pay. [If the company sets another day for some employees, it does so after notifying the competent labour office and allows employees to perform their religious duties.]
5. Recording attendance
5.1 Employees record the start and end of work through [the attendance system / mobile app / device at the location].
5.2 Employees may not record attendance for another person.
5.3 An employee who forgets to record attendance informs the direct manager the same day so it can be corrected.
6. Lateness and leaving early
6.1 An employee who will be late informs the direct manager before the start time.
6.2 A grace period of [number] minutes applies [number] times a month.
6.3 Repeated lateness or leaving early without permission is a violation dealt with under the penalty schedule in the work regulations, after the employee has been notified in writing and heard.
7. Absence
7.1 An employee who cannot attend informs the direct manager as early as possible on the first day, and gives the reason.
7.2 Absence is covered by approved leave, such as sick leave with a medical certificate. Absence without approval or a valid reason is recorded as unauthorised and is dealt with under the work regulations.
7.3 Under Article 80 of the Labour Law, the contract may be ended without an award for unexcused absence of more than 30 days in a contract year or more than 15 consecutive days, after a written warning at 20 days or 10 days respectively.
8. Overtime
8.1 Overtime is worked only when approved in advance by [the direct manager].
8.2 Overtime is paid at the hourly wage plus 50% of the basic hourly wage. All hours worked on official holidays and Eids are overtime.
8.3 With the employee’s consent, overtime may instead be compensated with paid time off as the Labour Law provides.
9. Remote work [optional]
Employees approved for remote work record their working time through [system] and are reachable during [core hours].
10. Review
HR reviews this policy [annually] and whenever the Labour Law changes.
When to use it
Use it when you set working hours for the first time, move to an attendance system, or need a clear rule for lateness and absence before applying any penalty. Penalties themselves must be in the establishment’s work regulations, which are adopted from the ministry’s unified model on Qiwa (Articles 12, 13 and 67).
The limits in the Labour Law
| Rule | Limit | Article |
|---|---|---|
| Daily and weekly hours | 8 a day, 48 a week | 98 |
| Ramadan, Muslim employees | 6 a day, 36 a week | 98 |
| Breaks | At least 30 minutes, no more than 5 hours in a row without one | 101 |
| Time at the workplace | No more than 12 hours a day | 101 |
| Breaks and working time | Breaks are not working time | 102 |
| Overtime | Hourly wage plus 50% of basic hourly wage; time off in lieu with consent | 107 |
| Fines | No more than 5 days’ wage per violation or per month | 70 |
How to fill it in
- Write the actual hours and days your teams work, within the limits above.
- Set the grace period and how many times it applies, so lateness rules are predictable.
- Match the penalties to your work regulations. The policy describes the process; the penalty schedule in the work regulations sets the penalty.
- Decide who approves overtime and how it is recorded, so it reaches payroll.
A worked example: an employee with a basic wage of 6,000 SAR and an actual wage of 8,000 SAR works 10 overtime hours in a month on 8-hour days. The hourly wage is 8,000 ÷ 30 ÷ 8 = 33.33 SAR and the premium is 50% of the basic hourly wage, 50% × (6,000 ÷ 30 ÷ 8) = 12.50 SAR. Each overtime hour pays 45.83 SAR, so 10 hours cost 458.33 SAR. Your contract or work regulations may set another divisor; check with the overtime and Ramadan calculator.
In RafiqHR, attendance handles shifts, rosters, geofenced punches, Ramadan hours and overtime, with an exception workflow where the employee can explain, and payroll includes overtime in the monthly run.
Official sources
Frequently asked questions
What are the legal working hours in Saudi Arabia?
No more than 8 hours a day if the establishment uses a daily standard, or 48 hours a week if it uses a weekly standard. In Ramadan, Muslim employees work no more than 6 hours a day or 36 hours a week (Article 98).
Are breaks counted as working hours?
No. Breaks for prayer, meals and rest are not part of working hours, and the employee is not under the employer’s authority during them (Article 102). No one may work more than 5 consecutive hours without a break of at least 30 minutes (Article 101).
Can an employer deduct pay for lateness?
Only as a penalty set out in the establishment’s work regulations, after the steps the Labour Law requires. A fine may not exceed 5 days’ wage for one violation, and fines may not take more than 5 days’ wage in a month (Article 70).
When does absence allow dismissal?
Article 80 allows dismissal without an award for unexcused absence of more than 30 days in a contract year or more than 15 consecutive days, provided a written warning was given after 20 days in the first case and 10 days in the second.
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.
