RIYADH — An employer will face a tremendous of SR10,000 for hiring a non-Saudi employee with out a legitimate work allow. This measure kinds a part of the up to date schedule of violations and penalties beneath the Labor Legislation and its govt laws.
Minister of Human Assets and Social Growth Eng. Ahmed Al-Rajhi has issued a ministerial decree formalizing these amendments. The revisions replicate the ministry’s ongoing dedication to enhancing the work surroundings, whereas strengthening its stability and fostering sustainable progress.
Below the amended schedule, using youngsters beneath the age of 15 in violation of Article 167 of the Labor Legislation is deemed a critical offense. Corporations using 50 or extra employees will likely be fined as much as SR2,000 for such violations.
An employer who retains a employee’s passport or residency allow (iqama) will likely be topic to a tremendous of SR3,000 per employee, with the whole penalty calculated based mostly on the variety of affected workers.
Failure to adjust to the provisions governing the employment of minors, as stipulated in Chapter 10 of the Labor Legislation, will lead to a tremendous of SR1,500 per minor. Employers who fail to doc labor contracts will incur a penalty of SR1,000 per worker.
Employers who don’t grant maternity depart as required will likely be fined SR1,000 per affected feminine worker. Moreover, institutions using 50 or extra feminine employees should present a childcare facility or nursery if there are 10 or extra youngsters beneath the age of six belonging to feminine workers. Non-compliance will lead to a tremendous of SR3,000.
The penalty for failing to electronically doc worker contracts is SR1,000 per worker.
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Based on the revised schedule, people who have interaction—straight or not directly—within the employment of Saudis, the recruitment of overseas employees, or subcontracting such actions with out correct authorization will face fines of SR200,000 for the primary offense, SR220,000 for the second offense, and SR250,000 for the third offense.
The ministerial choice is meant to bolster labor market stability and safeguard employees’ rights, whereas enhancing the attractiveness and suppleness of the work surroundings. These efforts are anticipated to contribute to improved effectivity and long-term sustainability of institutions.
The amendments additionally embody the reclassification of 9 classes of violations based mostly on the character of actions, thereby providing larger readability to institutions and workers in understanding and complying with the laws. These classes embody basic violations throughout all actions; violations associated to mining and quarrying operations; violations of the Maritime Employment Contract Rules; violations regarding operation and upkeep actions; violations of laws governing recruitment and labor providers (human sources and recruitment firms); violations associated to recruitment places of work; violations beneath the Home Staff Rules; violations regarding commercials for assist labor providers; violations involving the employment of Saudis, recruitment of employees, or outsourcing with out a license; and violations associated to agricultural employees, personal shepherds, and comparable professions.
