Annual Leave in Saudi Arabia (2026): Entitlement, Postponement and Pay
A practical guide to Saudi Labour Law annual leave: minimum days, notice of scheduling, postponement rules and payment for accrued unused leave when employment ends.
How much annual leave is required?
Under Article 109 of the Saudi Labour Law, a covered worker is entitled to paid annual leave of at least 21 days for each year. This minimum rises to at least 30 days after the worker has completed five consecutive years of service with the same employer. Annual leave wages are paid in advance.
An employment contract or company policy may provide more generous leave. Check which rules apply to your worker category, as some categories may be covered by separate regulations.
Who schedules the leave?
The worker should take annual leave in the year it is due and may not waive it or receive cash instead of taking it while employment continues. The employer may schedule leave based on work requirements or rotate employees to maintain business continuity.
The employer must give the worker sufficient notice of the scheduled date, at least 30 days in advance. Keep the leave request, written approval and HR-system record of the balance and dates.
When may annual leave be postponed?
Article 110 sets out the following rules:
- With the employer’s approval, the worker may postpone all or part of annual leave to the following year.
- Where work circumstances require it, the employer may postpone leave beyond the end of the year in which it accrued for up to 90 days.
- If operational circumstances require a longer postponement, the worker’s written approval is required; the postponement may not extend beyond the end of the year following the year in which the leave became due.
Postponement is not the same as losing the balance. Review the due dates, approvals and the employer’s official leave record.
What happens to unused leave when employment ends?
Article 109 distinguishes leave during employment from settlement when employment ends: annual leave cannot be converted into cash instead of being taken while the relationship continues, but Article 111 gives a worker who leaves employment the right to wages for accrued leave days that remain unused. It also covers the proportional leave entitlement for a part of a year worked.
The final amount should not be estimated from the displayed balance alone. Reconcile leave taken and remaining, dates of service, and the wage basis applicable to the final settlement under the law and contract.
Practical steps for checking your balance
- Check your start date and continuous service with the employer.
- Request the accrued, used and remaining annual leave balance from HR.
- Keep leave requests, approvals and postponement notices in a retrievable format.
- When employment ends, compare the final settlement with your accrued balance and request a written explanation for any discrepancy.
- If the issue is not resolved, consult official HRSD channels or a qualified professional. This page is general information, not legal advice.
Frequently asked questions
Is the minimum 21 days or 30 days?
The minimum is 21 days per year; it rises to at least 30 days after five consecutive years with the same employer.
Can the employer choose when leave is taken?
Yes. Leave may be scheduled according to work needs or on a rotational basis, but the worker must be notified at least 30 days in advance.
Do unused leave days disappear when I resign or my contract ends?
Article 111 provides for payment of accrued unused leave when employment ends, including the proportional entitlement for a part of the year. The final amount depends on the record, contract and applicable rules.
Can annual leave be postponed to the next year?
Yes, subject to Article 110. Postponement and employer-led extensions have time limits; written worker approval is needed for an employer postponement beyond 90 days when operational circumstances require it.
For practical decisions, consult the official legal text and the approved leave records maintained by your employer.
When employment ends, use the End-of-Service and Leave Balance Calculator for an estimate, then compare it with your records and the rules that apply.
Official sources
This is general educational content, not legal advice or a guarantee of a particular entitlement. The outcome may vary by worker category, contract, facts and applicable regulations.