Working Hours & Rest Periods Under Saudi Labor Law

The Saudi Labor System covers all types of employment contracts and labor regulations across sectors and outlines employment terms and conditions—such as working hours, leave, shifts, and rest periods—as well as wages, overtime, and labor relations, under the Saudi Labor Law. However, not all companies operate under a standardized “8-hour” work system, as some sectors require long working hours and a different organizational structure. Therefore, labor rules vary slightly to accommodate these differences. However, the legal text explicitly defines working hours and schedules. This article discusses the guidelines for working hours and rest periods under the Saudi Labor Law.

Working Hours in Saudi Arabia

An employee’s standard workday must not exceed 8 hours, according to the daily standard, and 48 hours according to the weekly standard (excluding overtime). The actual working hours during the month of Ramadan for Muslims must not exceed a maximum of 6 hours per day or 36 hours per week.

The workweek consists of 6 or 5 days, depending on the working conditions specified by the company.

The number of working hours specified above may be increased to 9 hours per day for certain categories of employees or in certain industries and jobs where the employee does not work continuously, and may also be reduced to 7 hours per day for certain categories of employees or in certain hazardous or harmful industries or jobs; the categories of workers, industries, and jobs referred to shall be determined by a decision of the Minister.

In establishments where work is performed in shifts, the employer may increase the number of working hours provided that the average number of hours over a 3-week period does not exceed 8 hours per day or 48 hours per week, and an employee must not work more than 12 hours per day, including overtime.

Daily Rest Periods in the Saudi Labor System

Working hours and rest periods during the day are regulated so that no worker works more than 5 consecutive hours without a rest, prayer, and meal break of at least half an hour at a time during the total working hours, and so that the worker does not remain at the workplace for more than eleven hours per day. During these periods, the worker is not under the employer’s control, and the employer may not require the worker to remain at the workplace.

Weekly Leave under the Saudi Labor Law

Workers are entitled to one or two days of weekly leave, depending on the nature of the work and their circumstances. This leave shall be fully paid, and workers may not waive their weekly leave in exchange for additional pay.

Article (41) of the Labor Law stipulates: The workweek shall consist of six days, and Friday shall be the weekly day of rest with full pay for all workers. An establishment may, after notifying the competent labor office, substitute any other day of the week for Friday for some of its workers, and it must enable them to perform their religious duties. The weekly day of rest may not be compensated with cash, and the weekly day of rest shall be with full pay and shall not be less than twenty-four consecutive hours.

Exceptions to Working Hours and Rest Periods in the Saudi Labor Law

There are certain exceptions to working hours and rest periods under the Saudi Labor Law; an employer is not required to comply with the provisions regarding working hours and weekly rest periods in the following cases:

• Annual inventory, budget preparation, liquidation, closing of accounts, and preparation for seasonal sales and discounts, provided that the number of days during which employees work does not exceed 30 days per year.
• If the work is intended to prevent a serious accident, address its consequences, or avoid an imminent loss of perishable goods.
• If the work is intended to address extraordinary work pressures.
• During holidays, seasons, other occasions, and seasonal activities as specified by a decision issued by the Minister.

In all of the above cases, actual working hours must not exceed 10 hours per day or 60 hours per week, and the Minister shall determine the maximum number of overtime hours permitted annually. (Article 106)

The Saudi Labor Law designates Friday as the weekly rest day for all workers; however, “in areas remote from urban centers and in jobs where the nature of the work and operating conditions require continuous operation, the weekly rest hours due to the worker may be accumulated over a period not exceeding eight weeks, provided that the employer and workers agree and the Ministry approves such arrangement. In calculating the period of accumulated weekly rest, it shall be deemed to begin at the time the workers arrive at the nearest city where transportation is available and to end at the time of their return thereto.” (Article 105)

Annual Leave Under the Saudi Labor Law

Considering that leave is an integral part of the work and rest periods under the Saudi Labor Law, it is essential to note how the Labor Law addresses the issue of annual leave and various types of rest periods:

Under the Saudi Labor Law, an employee is entitled to 21 days of paid annual leave. After an employee works for the same employer for five consecutive years, they are entitled to 30 days of leave. Employers may schedule employees’ leave based on business needs and must notify the employee of the leave dates at least 30 days in advance.

An employee must take annual leave in the year it is earned and may not waive it or receive monetary compensation in lieu of leave during their period of service with the employer. The employer may schedule this leave based on business needs or grant it on a rotating basis to ensure business operations are not disrupted. The employer must notify the employee of the leave dates at least 30 days in advance.

The employer may also postpone the employee’s leave for up to ninety days after the end of the year in which it is due, if necessary and in accordance with business needs. If work circumstances require a further extension, the employer must obtain the employee’s written consent, and the postponement may not extend beyond the end of the year following the year in which the employee’s leave is due.

Annual Leave After Termination of Employment

If an employee’s service at the establishment ends without having been able to take their leave days, the employee is entitled, in accordance with the Saudi Labor Law, to pay for the accumulated days of leave not taken. This also applies to periods of employment during which employees did not use their accrued leave; the employee is entitled to receive pay for the portion of the year corresponding to the time worked.

Breastfeeding Break

Breastfeeding Break – When a female employee returns to work after maternity leave, she is entitled, in addition to the breaks granted to all employees, to a paid break or breaks totaling no more than one hour per day to care for her infant. These breaks count as working hours, and the employee’s pay is not deducted for taking this time off. 

Article 107 of the Saudi Labor Law

Article 107 of the Saudi Labor Law sets out basic rules for overtime work, including how to calculate pay and the penalty for working beyond the permitted hours.

The article states that the maximum number of overtime hours per year is 720 hours, which may be increased with the employee’s consent. Overtime pay is calculated at a rate equal to the hourly wage (including allowances) plus 50% of the base wage, in accordance with Article 107 of the Labor Law and Ministerial Decision No. (178743) dated 27/09/1440 AH. Without prejudice to any more severe penalties stipulated by another regulation, pursuant to Paragraph 31 of the First Schedule of Penalties, the employer shall be subject to a fine of 10,000 riyals, multiplied by the number of employees, if the number of working hours exceeds that stipulated in Article (98) without the employee having been assigned to perform overtime work.

All hours worked on holidays and public holidays are considered overtime.

Registration Requirements

The employer must maintain at the workplace the records, data, and files whose nature and contents are specified by the regulations. The employer must also display in a prominent location at the workplace a schedule indicating working hours, rest periods, weekly days off, and the start and end times of each shift for shift work.

Finally, the Saudi Labor Law governs the relationship between employers and employees in the Kingdom and sets forth the rules, regulations, and legislation. In this article, we cover an important aspect —working hours and rest periods under the Saudi Labor Law— to help employees and employers understand the rights and obligations established and regulated by the Saudi Labor Law.

Note: The information provided above is for informational purposes only. We strive to keep up with updates to all relevant materials; however, this article is not intended to constitute legal advice, and we recommend that you seek the advice of a legal counsel regarding any of the information provided.