When a worker breaks workplace rules, the Saudi Labor Law sets out a list of disciplinary penalties the employer may impose, and in return gives the worker a clear right to be informed of the decision and to challenge it. Knowing these rules helps both sides handle violations fairly and transparently.

Penalties the employer may impose:

  • A warning.
  • A fine.
  • Withholding a pay increment, or postponing it for no more than one year, where the increment is set by the employer.
  • Postponing a promotion for no more than one year, where the promotion is set by the employer.
  • Suspension from work without pay.
  • Dismissal, in the cases set out in the Law.

How the worker is notified: the worker must be informed of the penalty decision in writing. If the worker refuses to receive it or is absent, the notice is sent by registered letter to the address in his or her file at the establishment, so it is important to keep your address up to date.

The right to object: the worker may object to the penalty decision within fifteen days, not counting official holidays, from the date of being notified of the final decision. The objection is submitted to the labor dispute settlement body, which must issue its decision within thirty days of registering the objection.

What to do if you receive a penalty: ask for the decision in writing, keep a copy and the date you received it, count the fifteen-day deadline carefully, and submit your objection with any supporting documents. Employers, for their part, must stick to the penalty types set by the Law and keep proof of written notification. Related articles are available in the Knowledge Center of the Qiwa platform.

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.