Probation is a period in which worker and employer get to know each other before the relationship settles. The Saudi Labor Law sets clear limits on it to prevent misuse, as presented in the Knowledge Center of the Qiwa platform.

The basic rule: a worker may not be placed on probation more than once with the same employer.

The exception: by written agreement between the parties, the worker may be put on a second probation period in one of two cases:

  • The new probation is for a different profession or a different job.
  • At least six months have passed since the worker's previous relationship with the employer ended.

Extending probation: if both parties agree to extend it, the extension must be made after the contract has started and while the probation period is still running. It may be extended once or several times, provided each extension is made by "a separate written agreement each time".

The maximum: in all cases, the original probation period plus any extension or extensions may not exceed 180 days in total.

Ending the contract during probation: if the contract is ended during probation, neither party is entitled to compensation, and the worker is not entitled to an end-of-service award for that period.

What this means for workers: do not sign an extension before you have actually started work or after probation has ended, make sure each extension is a separate written agreement, and add up the total so it does not go beyond 180 days. For employers: document every extension in writing and within the permitted time.

What to do: check the probation clause in your registered contract, keep copies of any extension agreements, and read the details on employment contracts on the Qiwa platform and in the Labor Law.

This information is based on the Saudi Labor Law and the Knowledge Center of the Qiwa platform; for the official text and any updates, please check the platform.