Free template · Word and PDF · English and Arabic · CC BY 4.0
Saudi employment contract (Word & PDF)
Saudi employment contract in Arabic: عقد عمل سعودي / عقد عمل — a private-sector contract documented on Qiwa. The unified model is the binding contract. Not a MOHRE form.
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For HR teams and counsel hiring a private-sector employee in Saudi Arabia. The file covers the parties, the wage, the term, probation, notice and the end-of-service award under the Labour Law. Agree the terms here, then enter them on Qiwa. It is not a UAE MOHRE form.
Sources: 9 official sourcesNot legal advice
What this template includes
Document the official contract on Qiwa
A free bilingual checklist for a Saudi private-sector employment contract. Agree the terms here, then document them on Qiwa. The Ministry’s unified model, documented on Qiwa, is the binding contract.[1][2][3] A non-Saudi’s contract must be written and fixed-term (Article 37).[1] It is not a UAE MOHRE form. For the definition, see employment contract. For the statute, see the Saudi Labor Law guide. This is general information, not legal advice.
When the Saudi employment draft is the right file
Use this page for a private-sector hire in Saudi Arabia. Employment contracts must follow the Ministry of Human Resources and Social Development unified model and be documented on Qiwa.[1][2][3] The Labor Law is Royal Decree No. M/51 of 23/8/1426H, as amended.[1][6]
- Fill in the [placeholders]: parties, job, start date, term, wage and allowances, notice.
- A non-Saudi’s contract must be written and fixed-term; if no term is stated, the term is one year from the actual start (Article 37).[1]
- Enter the agreed terms on Qiwa. This file does not replace the documented contract.[2][3]
- Out of scope: the public sector, domestic workers, and a UAE MOHRE contract.
Notice and end-of-service award
Notice on an indefinite contract (Article 75): if the wage is monthly, the employer gives at least sixty days’ written notice and the worker at least thirty days. If the wage is not monthly, either party gives at least thirty days.[1][5] A party who skips that period pays the other an amount equal to the worker’s wage for the notice period, unless they agree on more (Article 76).[1][5]
End-of-service award (Article 84): half a month’s last wage for each of the first five years, and one month’s last wage for each year after that. Fractions of a year count. The parties may agree to leave commissions, and percentages of the sale price, out of that base.[1][5] Resignation fractions exist in the Labor Law: one third after two to five consecutive years, two thirds above five and under ten, and the full award at ten or more.[1] The UAE scale is different; use the UAE employment contract for that.
The template
Saudi employment contract
A private-sector checklist for Saudi Arabia: parties, job, term, wage, notice and the end-of-service award. The unified model documented on Qiwa is the binding contract. It is not a UAE MOHRE form. Replace every [placeholder].
This contract is made on [date] at [city] between: (1) [Employer name], [legal form], commercial registration no. [●], establishment/unified no. [●], address [●], represented by [name, capacity] (the “Employer”); and (2) [Employee name], nationality [●], ID/residence/passport no. [●], address [●] (the “Employee”).
Drafting note
Use the exact legal name from the commercial registration. The unified model must contain the employer's name and location and the worker's name, nationality, identity and address.[1]
The Employee is employed as [job title] in [department], at [work location]. For a non-Saudi, the title must match the occupation in the work permit. The Employee reports to [title].
The Employee starts on [date].
Option A (fixed term): this contract is for [●] months/years from the start date. A non-Saudi’s contract must be written and fixed-term; if no term is stated, the term is one year from the actual start (Article 37).[1]
Option B (indefinite term): this contract is for an indefinite term. Do not use this option for a non-Saudi.
Option: the Employee is on probation for [●] days from the start date. The period must be stated expressly, and the total may not exceed 180 days.[1][4]
Monthly wage: [amount, currency], including: basic [●], housing [●], transport [●], other [●]. The wage is paid monthly by bank transfer to the Employee's account.
Drafting note
The agreed wage, including benefits and allowances, is a mandatory field of the unified model. The end-of-service award is calculated on the last wage (Article 84). Commissions may be excluded by agreement.[1]
The Employee performs the work diligently, follows lawful instructions, and protects the Employer's property. The Employer provides the agreed work, pays the wage on time, and provides a safe workplace.
Drafting note
Each party's basic rights and obligations are a field of the unified model.[1]
Either party may end this contract in the cases set by the Labor Law. On an indefinite contract, where notice is required: if the wage is monthly, the Employer gives at least sixty days’ written notice and the Employee at least thirty days; if the wage is not monthly, either party gives at least thirty days (Article 75). A party who skips that period pays the other an amount equal to the Employee’s wage for the notice period, unless they agree on more (Article 76).[1][5]
Drafting note
See notice period and the notice-period guide. A written resignation of a fixed-term contract is a different route (Article 79 bis).[1][7][6]
On termination, the Employee is entitled to the award under Article 84: half a month’s last wage for each of the first five years, and one month’s last wage for each later year. Fractions of a year count. The parties may agree to leave commissions, and percentages of the sale price, out of that base.[1][5] Resignation fractions exist in the Labor Law: one third after two to five consecutive years, two thirds above five and under ten, and the full award at ten or more.
Drafting note
Do not hard-code a different formula. See end-of-service gratuity, the gratuity guide and the end-of-service calculator. After the relationship ends, the release is the final settlement and release.
The parties shall document this contract on Qiwa. If this document and the documented contract conflict, the documented contract prevails.[2][3] Arabic and English, with Arabic prevailing (Article 9).[1] Signed in two copies.
Employer: name [●] · title [●] · signature [●] · date [●]
Employee: name [●] · signature [●] · date [●]
Drafting note
This is a starting point. Have it reviewed by a lawyer licensed in the relevant jurisdiction before you use it. A UAE hire uses the UAE employment contract.
Saudi Arabia notes
Labor Law (Royal Decree No. M/51 of 23/8/1426H), as amended up to Royal Decree No. M/44 of 8/2/1446H.[1][6]
| Item | What the text states |
|---|---|
| Form and documentation | The Ministry's unified model; documented on Qiwa (Articles 51–52).[1][2][3] |
| Language | Arabic must be used; where a foreign language is also used, the Arabic text prevails (Article 9).[1] |
| Non-Saudi employees | Written and fixed-term; one year from the actual start if no term is stated (Article 37).[1] |
| Probation | Stated expressly with a clear duration; total no more than 180 days.[1][4] |
| Notice (indefinite, monthly wage) | At least 60 days from the employer and 30 days from the worker, in writing (Article 75). If the wage is not monthly, 30 days either party.[1][5] |
| Skipped notice | Pay the worker’s wage for the notice period, unless the parties agree on more (Article 76).[1][5] |
| End-of-service award | Half a month’s last wage for each of the first five years, then one month; fractions count; commissions may be excluded by agreement (Article 84). Resignation fractions exist in the Law.[1][5] |
UAE notes
The UAE scale is not this template.[8][9]
| Item | What to do |
|---|---|
| Official contract | Register with MOHRE. Use the UAE employment contract.[9] |
| Notice and gratuity | Article 43 and Article 51 of Federal Decree-Law No. 33 of 2021. Do not paste the Saudi figures into a UAE contract.[8] |