We use cookies to enhance your experience on our website. Some are essential for the site to function, while others help us understand how you use the site.
Search across all modules, people, and actions
Article 80 of Saudi Labor Law allows employers to terminate employees without notice or end-of-service benefits in specific circumstances: assault, failure to perform duties (after warning), fraud, unauthorized absence exceeding 30 consecutive days or 15 non-consecutive days, disclosure of confidential information, or employment obtained through fraud. Proper documentation is essential.
الاعتداء على صاحب العمل أو المدير أو الزملاء
Physical assault or serious verbal abuse during work
عدم أداء الواجبات الأساسية
Despite written warning, continues to neglect core job responsibilities
التزوير أو الغش أو عدم الأمانة
Falsifying documents, stealing, or other dishonest acts
الغياب غير المبرر (30+ يوم متتالي)
Absent without valid reason for more than 30 consecutive days
الغياب غير المبرر (15+ يوم غير متتالي)
Absent without valid reason for more than 15 days in a year
إفشاء المعلومات السرية
Revealing trade secrets or confidential business information
الحصول على العمل عن طريق الاحتيال
False qualifications, fake documents, or misrepresentation during hiring
Gather all evidence of the employee's violation. This includes attendance records, written warnings, incident reports, and witness statements.
For performance or attendance issues, issue a written warning in Arabic. Keep a signed copy. For absence, warn after 20 consecutive or 10 non-consecutive days.
For misconduct cases, conduct a formal investigation. Document findings and give the employee an opportunity to respond.
Have your HR team or legal counsel review the case to ensure Article 80 grounds are valid and properly documented.
Prepare a termination letter in Arabic citing the specific Article 80 clause and the violation. Include the effective date.
Calculate and pay any accrued annual leave and unpaid wages. No end-of-service benefit is required under Article 80.
Update GOSI and Qiwa records to reflect the termination. Ensure proper exit procedures are followed.
Article 80 of Saudi Labor Law allows employers to terminate an employee without notice or compensation in specific circumstances, such as assault, failure to perform duties, fraud, or unauthorized absence exceeding 30 days.
Article 80 can be used when an employee: (1) assaults the employer or supervisor, (2) fails to perform essential duties despite written warning, (3) commits fraud or forgery, (4) is absent for more than 30 consecutive days or 15 non-consecutive days without valid reason, (5) discloses confidential information, or (6) is found to have obtained employment through fraud.
No, Article 80 termination does not require notice. The employer can terminate immediately if the conditions are met. However, proper documentation and evidence are essential to avoid wrongful termination claims.
No, employees terminated under Article 80 are not entitled to end-of-service benefits. However, they must receive payment for any accrued annual leave and unpaid wages up to the termination date.
Yes, employees can file a complaint with the Labor Office within 12 months of termination. If the employer cannot prove the grounds for Article 80, the termination may be deemed unlawful, entitling the employee to compensation under Article 77.
Employers should maintain: (1) written warnings for performance issues, (2) attendance records for absence cases, (3) investigation reports for misconduct, (4) witness statements if applicable, and (5) any evidence of the specific violation. Documentation must be in Arabic.
Article 80 allows termination without notice or compensation for cause. Article 77 governs compensation for unlawful termination - if an employer terminates without valid Article 80 grounds, they must pay 15 days salary per year of service (minimum 2 months).
Article 80 allows termination for: (1) more than 30 consecutive days of unauthorized absence, or (2) more than 15 non-consecutive days of unauthorized absence within a 12-month period. The employer must issue a written warning after 20 consecutive days or 10 non-consecutive days.